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Add You - Clawing Back Training Costs
Chances are you already have many ideas about what it takes to successfully transition into a new career, even if you have never done it before. Some of those ideas might be useful – most probably are not. In this article I would like to expose The Myths of Career Change, which might actually be ho
By setting all the conditions that are intended to stop the trainee from leaving the company the management are actually creating the conditions that make it almost inevitable that their trainees will leave.
The answer is easy to do and it involves a transformation in the way that
Real estate signs are considered one of the oldest and best forms of advertising for homes available for sale. Real estate signs are mostly produced using vinyl, which is a long-lasting material available in specific colors. Vinyl graphics and lettering provide real estate signs that are affordable a
An estimated 85% of people leave their employment because of what has been done to them by management.
When you invest in training for the workforce you are sending a message that tells them they are valuable and that you believe they can be more valuable through the training that they are being given and the investment the organisation is prepared to make in the individual.
This makes the trainee feel good and special.
The trainee enters the training proud that the company should think this and is determined to show them that their faith was not misplaced by using the training to give the organisation a return for their investment.
More commonly, the trainee is selected for a course that they have not asked for and are told to go on, with these rules attached. There follows a whole host of conditions attached to the training, such as have been discussed in this forum, that send an entirely different message to the trainee.
The management need the training to be carried out but they resent having to give it to the individual selected. The host of conditions send a message to the trainee that says the organisation does not trust him and that they will take the first opportunity they can to rip his heart out if he ever thinks of leaving the organisation.
This is exactly the sort of behaviour that will make the trainee feel undervalued, distrusted and used. This is precisely the behaviour that will cause the trainee to leave.
By setting all the conditions that are intended to stop the trainee from leaving the company the management are actually creating the conditions that make it almost inevitable that their trainees will leave.
The answer is easy to do and it involves a transformation in the way that m
One of the certain aspects of working life is that unexpectedly you can be assigned a project to do. In fact if you are building a business of your own you will have long-term projects that are essential to its profitable development.But in order to ensure the smooth and successful running of
This makes the trainee feel good and special.
The trainee enters the training proud that the company should think this and is determined to show them that their faith was not misplaced by using the training to give the organisation a return for their investment.
More commonly, the trainee is selected for a course that they have not asked for and are told to go on, with these rules attached. There follows a whole host of conditions attached to the training, such as have been discussed in this forum, that send an entirely different message to the trainee.
The management need the training to be carried out but they resent having to give it to the individual selected. The host of conditions send a message to the trainee that says the organisation does not trust him and that they will take the first opportunity they can to rip his heart out if he ever thinks of leaving the organisation.
This is exactly the sort of behaviour that will make the trainee feel undervalued, distrusted and used. This is precisely the behaviour that will cause the trainee to leave.
By setting all the conditions that are intended to stop the trainee from leaving the company the management are actually creating the conditions that make it almost inevitable that their trainees will leave.
The answer is easy to do and it involves a transformation in the way that
The past few weeks have presented nothing but bad news for the formerly world leading American automobile industry. Henry Ford must be rolling over in his tomb. Alfred Sloan, the architect of the multi-division General Motors juggernaut, is a very sad “car guy” in the sky these days. Plant closings,
More commonly, the trainee is selected for a course that they have not asked for and are told to go on, with these rules attached. There follows a whole host of conditions attached to the training, such as have been discussed in this forum, that send an entirely different message to the trainee.
The management need the training to be carried out but they resent having to give it to the individual selected. The host of conditions send a message to the trainee that says the organisation does not trust him and that they will take the first opportunity they can to rip his heart out if he ever thinks of leaving the organisation.
This is exactly the sort of behaviour that will make the trainee feel undervalued, distrusted and used. This is precisely the behaviour that will cause the trainee to leave.
By setting all the conditions that are intended to stop the trainee from leaving the company the management are actually creating the conditions that make it almost inevitable that their trainees will leave.
The answer is easy to do and it involves a transformation in the way that
Despite widespread agreement that effective expense management is critical to business success, there's still one aspect of expense management that tends to be handled badly. And it's costing many businesses millions each year! Ironically, it's a cost that can be drastically reduced (all but eliminat
This is exactly the sort of behaviour that will make the trainee feel undervalued, distrusted and used. This is precisely the behaviour that will cause the trainee to leave.
By setting all the conditions that are intended to stop the trainee from leaving the company the management are actually creating the conditions that make it almost inevitable that their trainees will leave.
The answer is easy to do and it involves a transformation in the way that
Does anyone remember that book “Built to Last” done y the Stanford class and professor? Well change that to “Built to Merge.” My grandfather was personal friends with Bill Hewlett and David Packard and I bet they would not have wanted this merger with Compaq either. It is interesting that one night a
By setting all the conditions that are intended to stop the trainee from leaving the company the management are actually creating the conditions that make it almost inevitable that their trainees will leave.
The answer is easy to do and it involves a transformation in the way that management treat the workforce. As we mentioned earlier, creating the rules that attempt to clawback training costs are only one of the things that management do that cause the workforce to want to leave.
Wanting to clawback training costs is only one symptom of the lack of understanding of what they workforce really need to perform.
Respect, trust and support.
We are entering a new world in which these are the new managers most powerful tools.
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