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Six New Training Tactics for the Downturn
Joe Wynne is a versatile Project Manager experienced in delivering medium-scope projects in large organizations that improve workforce performance and business processes. He has a proven track record of delivering effective, technology-savvy solutions in a variety of industries and a unique combination of strengths in both process management and workforce management.
It’s a far different economic environment from last year for project managers. The economy is slowing and cost cutters have unsheathed their blades. Training costs will be among the first to be cut, if history is any guide. Your workers are going to be asked to be as productive as they have ever been, but how can they be at their best when training is limited? New tactics will be needed.
These six tactics, consistent with the conclusions of recent studies and surveys, will help you to succeed in managing your workforce learning in the lean times ahead.
Tactic 1: Concentrate on Front-Line Supervisors
Downturn Dilemma: Eddie, the project manager of a complex project with many teams, has just learned that the training staff has been cut and training costs are expected to be reduced. There goes his brilliant training plan (based on excellent gantthead templates, of course). How can he maximize benefits from a smaller staff? He remembers that front-line supervisors have not been trained to develop their own workers. The company requires that workers complete individual development plans, but that’s as far as the policy has taken the workforce (so far). Eddie has heard recently of workers leaving. The word on the street is that they left because they were not satisfied with their supervisors.
Superior Solution: Multiple recent studies …
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