It never ends, does it? Those endless rounds of budget cuts. And employee training seems to always be in the cross-hairs.

So what do you do when you need to provide important basics like employee safety training or new employee orientation training, or you’re trying to deal with workplace harassment and bullying on the job, but upper management sees training as fluff?

While it might not keep all the dollars you need in your coffers, here are a few ideas for fighting back to save your training dollars. And some tips for stretching the budget you have.

1) Compare the training costs to the price of fines for compliance violations, the potential for lawsuits or the expense of workplace accidents. By showing how inexpensive training is compared to the alternative, you can turn a perceived expense into a smart risk management investment.

2) Decentralize training. Skip the mass meetings and travel, and allow each team leader to provide approved training materials to their staff.

3) Go virtual. Online training, especially on-demand training that can be accessed from a variety of locations can bring costs down without sacrificing quality.

5) Research state, federal and industry training requirements. Mix enrichment training into required training content to maximize the information you can share with employees.

6) Document past workplace injuries, error rates, lawsuits and compliance violations. Tie the cost of the historical data to what it would have cost to provide preventative training. (This is usually an eye-opener!)

Using hard numbers to tie training to sales (or on the other end, accidents), and getting creative with training delivery methods can go a long way towards keeping your budget alive and your staff trained. And that’s a good thing for businesses of any size.

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