As any member of today’s workforce knows, an important part of every job requires varying levels of training. In this week’s blog from the esteemed entrepreneur and quintessential American success story, Nido Qubein, ‘Workplace Education or Workplace Training,’ readers will discover the important differences between training your employees (“how to do” something) versus educating them (“how to think” about something). These two alternatives represent a 21st-century choice facing today’s organizations on the topic of in-house professional development.
When business leaders make the deliberate choice for investments in workplace education – rather than workplace training – they are doing a superior job of molding individuals (and teams) for greater innovation and results.
What is Workplace Education?
The new business environment needs fewer people who are trained to do things a specific way and more people who are educated to find new ways of doing things.
As Stanley Marcus once said, “You don’t train people; you train dogs and elephants; you educate people.”
The word education comes from the Latin educo, which means to change from within. Education changes the inner person. Education teaches people how to think.
Education deals with the feeling level. The ways you and I act are based on our responses to stimuli. First, we think about it, then we begin to feel it, then we act based on that feeling.
Ronald Reagan won a landslide election in 1980 by asking people to think, feel, and act. He did it with a penetrating question:
“Are you better off now than you were four years ago?”
The voters thought about it. They felt uncomfortable about the economy. This feeling of discomfort moved them to behave in the way Reagan wanted them to behave.
Corporations have no choice but to invest substantial resources in developing people. So, it’s best to invest in ways that let people grow, teach them to think for themselves, and create a pool of solid candidates for promotion to higher positions.
Workplace Education focuses on teaching employees to develop tomorrow’s skills. Education without a vision for a better future is only training.
We’ve spent entirely too much time in the past teaching people what to do instead of concentrating on how they think, feel, and behave; far too much time getting a job done instead of producing excellent results; far too much time conforming instead of creating.
Today’s thinking looks at the kind of people needed to fulfill corporate strategy and finds ways to develop them.
A reporter once asked Wayne Gretzky, the great hockey player, why he always seemed to be where the puck was. Gretzky replied, “I don’t do that at all. I always go to where the puck is going to be.”
Executives, too, must go where the action is going to be. We need to look down the road for 5 or 10 years and ask, “What kind of company do we want to be by then, and what kind of employees will it take to get us there?” Then, we can plan educational and development programs to develop such employees.
To carry out such programs, you need behavioral change agents, not trainers. Behavioral facilitators are less plentiful, and they’re in strong demand. But they nurture lasting qualities that won’t become obsolete when the next technological breakthrough occurs.
Educated, thinking organizations aren’t made up of people trained only to turn screws and wield levers, although those procedures are certainly essential to some jobs.
They’re made up of people educated in such skills as goal-setting, problem-solving and decision-making, communication, conflict management, negotiation, total quality management, time management, and teamwork.
Such people, I’m convinced, are not churned out by training departments. They’re molded and nurtured by departments of education and development. Education must replace training in organizations that succeed in the global marketplace. It’s a prerequisite for survival.
What is Workplace Training?
Training provides an external skill. Training deals only with the doing level.
Let me give you an example: I once ordered an apple pie and a milkshake at a fast-food restaurant. The server smiled and asked, “Would you like a dessert with that?”
This young woman had been trained to act. She had been conditioned to smile and try to upgrade the sale by reciting her memorized lines. And she rehearsed them to perfection.
However, she had not been educated in customer interaction. She hadn’t been taught to listen to the customer, think about what the customer ordered, and acquire a feeling for what might appeal to the customer under the circumstances.
Workplace Training focuses on teaching people yesterday’s skills.
Training is essential when a specific skill must be learned, or a specific procedure must be followed consistently in a manufacturing process. However, training should be part of a broader workplace education process.
One of my favorite proverbs conveys the wisdom that when you give people fish, they’ll be hungry tomorrow; if you teach them to fish, they’ll never go hungry. Training gives your employees a fish—a specific skill applicable to a specific task.
Yesterday’s thinking looks at the tasks people perform today and asks, “How can we train employees to do these things?”
Different Types of Workplace Training
Businesses offer training programs based on their size, goals, skill gaps, industry, and activities. Here are the most common types of training programs used in workplaces.
Compliance Training
Compliance training is mandatory workplace training based on laws, regulations, or company policies. It teaches employees the rules related to their jobs, industries, and worker rights.
A strong compliance training program prevents misconduct, ensures proper governance, reduces risks, and protects both the company and its employees. It helps create a safer and more secure work environment.
Onboarding Training
Onboarding training helps new employees quickly become productive. It provides them with the information and tools employees need to succeed. This includes understanding their role, learning the company culture, using resources, and becoming familiar with products or services.
Unlike orientation, which is brief and lasts 1-2 days, onboarding takes longer. It can range from a week to a year, depending on the company and role. The goal is to fully integrate employees into the team and organization.
At the end of onboarding, employees should clearly understand their responsibilities and goals. They should also know where to access resources and how their work supports the team and company.
Skill Development Training
Skill development training helps employees learn new skills and improve existing ones. It provides practical knowledge they can apply to their daily tasks, making work more efficient. This type of training increases productivity and builds confidence by showing employees they can handle challenges and grow in their roles. It prepares them for new responsibilities and career opportunities.
It also helps employees stay up-to-date with the latest tools and trends in their industry, keeping them competitive. For businesses, investing in training creates a capable team ready to face challenges and contribute to long term success.
Leadership Training
Leadership training is a key investment for any organization. It prepares future leaders and keeps current ones effective. Here are the benefits:
- Better employee morale and retention: Employees feel valued and motivated when they see growth opportunities and strong guidance, leading to higher satisfaction and less turnover.
- Stronger decision-making: Trained leaders can analyze situations and make informed choices that help the organization succeed.
- Improved teamwork: Leadership training builds better communication and collaboration, making it easier for teams to work together and resolve conflicts.
- Updated skills: Continuous training keeps leaders equipped with the latest tools and strategies to stay competitive.
- Internal growth: It develops employees who are ready to step into leadership roles, reducing dependence on external hiring and saving resources.
Benefits of Workplace Education
Here are the main benefits of employee training and how it can improve your team:
Increase Productivity
Hard work and empathy are valuable traits, but the ability to learn is becoming even more important. Knowledge changes quickly, and without ongoing learning, other skills lose their effectiveness. Organizations that invest in professional development see strong results. Businesses with a solid learning strategy are twice as likely to meet their production goals.
Reduce Employee Turnover
Employers often find it challenging to hire and retain skilled staff, which can impact productivity and growth. Offering professional development programs is an effective way to keep employees. These programs help workers gain new skills, grow in their roles, and feel appreciated.
When employees notice their company investing in their growth, it increases loyalty and job satisfaction. This leads to higher retention rates and a more capable, motivated workforce. Professional development benefits both employees and employers.
Improve Team Functionality
Strong teams solve problems quickly and work well together. Professional development programs teach employees skills that improve teamwork. These programs help team members share ideas and communicate clearly. A trained team works more efficiently and reaches goals faster.
Encourages Innovation
Organizations that prioritize learning are better at fostering innovation. Effective leadership, engaged employees, and a focus on growth help businesses create new ideas. Google demonstrates the impact of a learning culture by providing employees with time and resources to develop. Training equips workers and encourages them to contribute creative solutions.
Build a Competitive Advantage
Unemployment is at a historic low, yet many companies still struggle to find skilled workers. This has led to a skills gap, making it harder to stay competitive.
Hiring new employees is costly and time-consuming due to onboarding expenses. Training current staff can be a more cost-effective solution. Cross-training allows employees to learn new skills and take on more responsibilities. This helps leaders reassign team members as needed to achieve business goals.
Create a Healthy Work Environment
Employee training creates a supportive workplace where growth and teamwork thrive. Learning new skills helps employees feel confident in their jobs. This builds stronger communication and collaboration among team members. Training also lowers stress, making it easier to manage challenges. A skilled team creates a positive work environment for everyone.
Increase Job Satisfaction
Workplace training and development programs help employees feel appreciated and satisfied. When organizations focus on their growth, employees become more motivated and engaged. These programs should meet employees’ specific training needs and teach skills they can easily apply to their work.
The Importance of Workplace Training
Training isn’t just another task—it helps employees learn your organization’s processes, procedures, and goals. It also gives them the skills they need to do their jobs well.
Ongoing training is a proven way to improve productivity and performance. Companies that invest in employee training report 11% higher profitability than those that don’t.
Employees value continuous learning because it helps them stay up to date and grow in their careers. Research shows that learning and development are key factors in creating a great work environment.
Training programs can also increase job satisfaction, engagement, and retention. Organizations that prioritize development are better at reducing turnover and getting the most out of their team.
Training or Education: Why Both Are Necessary for Your Workplace
Training and education are key to building a strong workforce. Together, they give employees the skills and confidence to succeed. Training focuses on immediate skills, while education supports long-term growth and leadership.
Many companies now prioritize skills-based hiring, which values abilities over formal degrees. This approach doesn’t remove the need for training or credentials but highlights their importance. It also opens doors for talented individuals without formal education. Businesses using this method must invest in training and education to help employees grow and succeed.
Skilled employees are critical to any industry. The right teaching strategies ensure teams are capable, confident, and ready for future challenges.
FAQs
How can technology enhance education and training?
Technology makes education and training easier to access and more effective. Online platforms let people study from anywhere with an internet connection. Tools like virtual simulations offer hands-on practice in a safe space. Digital resources also help teachers customize lessons to fit every employee ’s needs, making learning more engaging and personal.
What are the benefits of lifelong learning?
Lifelong learning helps people keep up with changes and build new skills. It adds to their knowledge over time and creates new opportunities. This approach supports both personal and professional growth. Staying committed to learning sharpens critical thinking and problem-solving. It also encourages curiosity and development.
Which type of training is more effective?
Interactive learning works best for on-the-job training. Listening to lectures or presentations doesn’t lead to much behavior change. Use group discussions, case studies, role-playing, and hands-on activities to keep participants engaged.
Author of 31 books translated into over 50 languages, including best-sellers "The NEW Art of Managing People" and "The Platinum Rule," Dr. Alessandra helps organizations build stronger relationships with prospects, customers, and co-workers.
When not developing new assessment tools, Tony explores cutting-edge business communication trends. Connect with Dr. Alessandra on LinkedIn to learn how his innovative approaches can boost your team's performance.
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