Making Your Seminar/Convention Dollars Count

Dear Joan,
I have a small company of 15 employees. I believe in training and professional development for my people so I often take a few employees to our national or regional conventions. Last year I was very disappointed when one of my employees treated the trip like a paid vacation and did not show up for most of the educational presentations he had agreed to attend. Needless to say, that was not his only short coming and he no longer works for me.

I would like suggestions on how, this year, I can do a better job of making sure my employees appreciate and get value out of the conference and other trainings that I provide. And I want to make sure that I get value for the money I spend on them.
John Jackson, OR

Dear John,
That is an excellent question and a common problem for many businesses. Nothing works all the time with everyone but here a few tips that should help.

1. Make professional development and education a part of your “new employee orientation” and yearly employee performance review. Let employees know that the initiative they take to acquire new skills and knowledge about job functions, the business and the trade, as well as training other employees is tracked and rewarded.

Some companies use a point system for tracking educational efforts and accomplishments. Rewards for points acquired can be as simple as being made “Scholar Employee of the Month” or a dinner or movie pass for two. Public recognition on bulletin boards and in staff meetings often encourages others to follow their example.

2. Let employees know that being selected or allowed to attend a convention, seminar or training, at company expense, is a privilege with specific expectations and obligations.

For example: If attending a convention, ask them to choose the educational sessions they would like to attend. Let them know that when they return they are expected to give a short presentation to share with other employees in a staff meeting the helpful ideas, new information, techniques or concepts they learned. This gives the employee specific things to look and listen for in the sessions they attend and brings that information back to the whole work group.

3. Publish required qualifications to be considered for promotion. Your industry association may have skill and knowledge standards for job levels such as Technician level I, II, III, Crew or Staff Lead etc. If not you can invent your own rankings and qualifications. Educational points in various categories can be applied to the person’s qualifications to be considered for promotion. Some human resource software programs have training tracking systems as a package feature.

4. By having your company mission or credo state the company’s commitment to continuous improvement, learning and professionalism lets employees know that these are cultural values which your company supports and rewards.

5. Some employers ask employees to pay a small portion of the cost for training or conferences. That generally sorts out the “something for nothing” people from the employees who really want to improve themselves professionally.

A landscape company that I work with, lets employees know that basic Spanish – English and English – Spanish language capabilities are required for Crew Leader jobs and above. The owner brings an instructor in twice a week from 6:30 to 7:30 AM. Employees who choose to take the course pay three dollars a week for the class and the company pays the balance. Class are give in six week units with breaks in between so employees get a sense of progression. It works quite well.

6. I would also suggest making 15 minute trainings, lead by employees, a standard part of weekly staff meetings. Each week a different employee has the spotlight. Employees learn to appreciate and understand specific parts of other peoples jobs and how that task supports the success of the business.

Teaching deepens a persons understanding of a subject in a way that nothing else does. It is a win-win for everyone. Shared peer training builds teamwork and respect, transfers knowledge and demonstrates your commitment to training as a part of developing your people and organizational excellence.

I hope you will find these tips helpful and that they will inspire some additional creative ideas for you.

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