The Training Paradox: Why You MUST Train Your Employees (Even If They Leave)

“Why should I train my employees? They will just leave with the knowledge.”

This is the most common objection we hear from SMEs. But here’s the brutal truth: Keeping employees who are not skilled for the job is not a win for the business either. It’s a guarantee of errors, inefficiency, and stagnation.

The Kenyan education system provides the foundation; your business must provide the plug-and-play skills for your specific reality. Training is not an expense; it’s the cost of doing business and the engine of growth.

Here is Fanisi’s guide on how to build a strategic, effective employee learning program:

1. How to Determine Training Topics–Finding the Gaps

Training must be targeted to solve real business problems. You will know your learning gaps through many indicators:

• Customer Feedback: Analyzing feedback often brings out obvious gaps, both technical and soft skills (e.g., poor communication).
• Errors and Mistakes: High error rates may indicate process gaps, wrong job placement, or lack of skill. You must conduct a root cause analysis for example, late deliveries may indicate planning gaps, not just traffic.
• Business Growth Plans: The business’s future strategy informs the present and future skills required. New areas of focus (like integrating AI or expanding to new markets) demand a proactive learning plan. We recently invited an AI guru to train our team on adoption, demonstrating the need for new knowledge areas.
• Sudden Vacancies: Knowledge gaps exposed by an unexpected departure can immediately prompt the need for cross-training and succession planning.

2. Who Should Conduct the Training?

Once gaps are identified, you must assess internal capacity.

• Internal Experts: You may have team members with the required skills. However, do not assume that skill automatically translates to effective teaching.
• Invest in a Trainer of Trainers (TOT): Training is a skill that involves public speaking and facilitation. Invest in internal TOT sessions to ensure your internal experts can deliver learning effectively.
• Appoint an Owner: Training is a big task that requires focus and commitment. Appoint an owner for the training plan and strategy. If everyone is responsible, no one is responsible.
• Budgeting: You will often need external facilitators or paid online classes to cover specialized topics. Always budget for the logistical costs such as venue, travel, and accommodation.

3. How Should You Structure Training?

Consistency and relevance are key to effectiveness.

• Prioritization: The training owner must prioritize topics based on:
  • Business strategy and targets.
  • Current pain points (e.g., the most common customer complaints).
  • Availability of trainers and team time.
• Consistency is Critical: Structure learning moments into a regular schedule. For example, implement training every last Monday of the month (virtually) and perhaps quarterly in-person sessions.
• Measure Effectiveness: To justify the effort and resources, determine a way to measure the impact of the training did the error rate drop? Did customer satisfaction increase?

The above needn’t be complicated. It just needs to happen consistently and be embedded within your annual business commitment. Do you need to worry about investing in educating your team? You have no option if you plan to grow. We are happy to walk this journey with you