More companies than ever are trying to implement cross-training within their departments. They might create a one-size-fits-all plan that stretches across every employee or leave it up to individual managers to decide how their team members learn. The problem is that both of these plans can be ineffective.
A successful cross-training strategy requires set goals and guidelines from management, but also internal flexibility to decide what is right for each employee. It’s not as easy as it seems.
Check out these 15 tips if your company or team is trying to launch an employee cross-training program. You might be able to avoid common pitfalls and gaps that plague most organizations whenever they attempt to increase the amount of ongoing education across departments.
Set companywide goals for improvement
If you plan to launch a company-wide cross training program, then you need to give your employees a reason to get on board.
“Training merely for the purpose of having it is futile,” independent business consultant Larry Alton writes. “You need concrete outcomes in order to stand any chance of deploying materials and a curriculum that add value to your firm.”
Alton provides a few reasons that companies can use when setting overall training goals. These include:
- Preparing for organizational growth or change.
- Adjusting to industry requirements and standards.
- Adapting to a changing company structure affecting employee roles and responsibilities.
Rather than simply following management-issued instructions, these reasons can motivate employees to embrace cross-training to prepare for future changes.
Present cross-training as an opportunity, not an obligation
The way you approach cross-training can either motivate employees to embrace it or discourage them from participating. The team at Panopto,...
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