No matter the size of the company, employee challenges are some of the largest hurdles a business faces. Whether you have 5 employees, 1,000 employees or 10,000 employees, how the company handles these challenges can make or break the organization. Employee challenges can be some of the most difficult to navigate, but must be addressed if the company is to continue to grow and develop. What are some of these challenges?

1. Hiring new employees.

While the process of hiring new employees may be different based on the size and scope of an organization, companies of all sizes face the same challenge: finding, recruiting and hiring qualified employees. Here’s a stat you may not have heard before, it turns out that an average company loses anywhere between 1% and 2.5% of their total revenue on the time it takes to bring a new hire up to speed.

2. Employee engagement.

Hiring qualified employees is only part of the equation. Once they are in place, the employer is faced with ensuring that they are engaged and actively involved in the work of the company. Recent studies have shown that 60% of employees are not actively engaged at work, while a shocking 15% of employees are actively disengaged. Regardless of how big (or small) your company is, with over half of the workforce not prioritizing the work of the business, it can be devastating. Productivity declines, disenchantment with the company can set in and profits can fall. Cultivating employee engagement has stymied HR departments from organizations of every size, but can be summed up very simply: develop a methodology that captivates your employee’s attention and motivates them to embrace the corporate goals.

3. Facing emerging challenges.

Companies often have more projects in the works than they have personnel to handle them. In addition, the challenge to plan ahead for technology advancements, new product innovation and other developments that growing companies face can place additional stress on employees and management. It is easy to get caught up in the “immediate” and forget to plan for future growth. To be successful, however, businesses must look past today and address what’s down the road.

4. Developing an internal talent pipeline.

Another challenge that corporations of all sizes face is a lack of an internal employee pool. Not only is this an essential function for the business’ growth and development track, it can be a cost saving measure for the organization. When companies lose an employee, it can cost an estimated six to nine months’ salary to replace them. By creating a talent pool, employees are constantly being trained and developed to move into various positions within the organization, eliminating the need to look outside the company for new employees.

How Employee Training Can Help Alleviate Employee Challenges

The secret to eliminating employee challenges? Training and engagement. While it isn’t a cure-all for every situation, an effective training program can reduce many of the challenges that companies face.

Carefully created training programs can improve the onboarding process, assist in the development of an employee talent pool and increase employee engagement. Training programs allow companies to offer employees useful skills that will carry into any position they grow into.

As a result, employees feel valued and appreciated, which translates into a sense of loyalty for the organization. Goal setting programs can motivate employees to create measurable markers for themselves, improving their engagement at work. It can increase profits, improve customer retention and promote a positive corporate culture.

If you’re tired of looking for solutions to the employee challenges you’re facing, it’s time to establish an effective training program. The experts at My Big Idea® are ready to help you unlock your company’s potential through consistent, proven training methods. Call today to start building the next level of success.

Michele Bailey is president and CEO of Blazing Agency and My Big Idea®. These two lines of business work congruently to support her clients’ success.

Many individuals who began as blue collar workers moved through the ranks to become managers, CEOs and owners of their companies.Kelcy Warren, the billionaire owner of Energy Transfer and other energy related companies, began as a welder. He worked through the ranks at Sun Pipe in Texas and cultivated a strong work ethic that propelled him to high levels of success. He credits his beginnings as a welder with giving him the skills to create the life he now has. To many, this is a reminder that a strong work ethic can be the foundation for success.

The divide between blue and white collar workers has been the subject of books and movies for decades. In many people’s minds, white collar jobs are associated with the upper levels of society, while the lower classes are associated with blue collar fields.

It is just too easy to classify (or stereo-type) groups of people based on specific criteria, employees are still individuals.

There are several myths surrounding the mentality of blue vs. white collar workers that have led to mismanagement of training. Before establishing separate trainings for the white and blue collar workers in your organization, let me dispel some common myths.

Myth #1: Blue collar workers aren’t that interested in their jobs.

One of the more popular myths about blue collar workers implies that they aren’t interested in their job, but simply view it as a means to an end. While this may be true for some individuals (blue or white collar), it does not hold true for the majority of blue collar workers. In fact, the opposite is true: most blue collar workers take great pride in their job and work long, hard hours to ensure their job is done correctly.

Myth #2: White collar workers are more educated.

In recent years, the level of skill needed in most blue collar jobs has progressed in both difficulty and training necessary. As technological advances change the tools used in workplaces, blue collar workers have become highly skilled and knowledgeable. They often take hundreds of hours in certification courses, undergo extensive training and participate in apprenticeships and internships which are the equivalent to a college education. Changes in code, technology and competition all drive blue collar workers to continue to keep up-to-date with their skills even after their certification/license is achieved.

Myth #3: Blue collar workers make less money.

While the push for college education has increased, the demand for blue collar workers has begun to grow as well. In some fields, recent years have seen an increase of up to 20% in the need for skilled blue collar workers. As a result, some blue collar workers make more than their white collar counterparts. Fields such as welders, electricians, linemen and others can easily make six figure salaries.

While it is (too) easy to categorize employees based on their position or job, it is important to remember that employees are individuals. Within each group of workers, there are individuals who are driven to advance, individuals who are happy to remain in their current job and individuals who are simply biding their time until it is quitting time.

Regardless of the type of work that is being done, there are elements of employee training that apply to both white and blue collar jobs. With that in mind, it becomes clear that employees can benefit from training programs, regardless of the colour of their collar.

What type of training benefits employees?

Goal-setting. Teaching employees how to utilize goal-setting can help them achieve their dreams - no matter how big or small. With carefully crafted goals, employees at all levels can make progress both professionally and personally in a variety of areas.

Skill assessment.

Helping employees discover their natural skills can provide insight into other opportunities within an organization. It can help employers to correctly place employees and offer new directions for employees to take.

Teamwork.

Teaching employees how to work together is essential in all types of work. Learning to cultivate an environment where everyone’s work is valued is critical. When each member of the team recognizes the importance of working together, it can create a positive work climate and lead to greater levels of success for the company.

When you are faced with providing training to a cross-section of employees, the experts at My Big Idea® can help. We create customized employee wellness training programs that allow each employee to find their strengths, leading to improved employee engagement and increasing corporate profitability.

Michele Bailey is president and CEO of Blazing Agency and My Big Idea®. These two lines of business work congruently to support her clients’ success.

North American workers are notoriously bad at taking vacations. It seems ridiculous on its merits - who doesn’t dream of taking picturesque trips with friends and family members to someplace new?

In today’s workplace, it is not unusual to have a mixed population from a variety of cultural backgrounds. Thanks to technology advancements, many companies are expanding to different markets, with offices located around the world.

In the rapidly changing world, employers are scrambling to find ways to attract highly qualified individuals, retain valuable employees and motivate them to achieve their top potential.

According to The Conference Board of Canada, only 27% of employees are highly engaged. Employers have focused so much on capturing the millennial workforce, adding flex scheduling, perks and other tactics designed to engage a population set that views work as transient.

But many workplace populations consist of individuals ranging in age from 20 to 70 (or older), not just millennials. In fact, the latest Canadian census showed that 1 in 5 workers was over 55 years of age, and over 30% of seniors work full time.

Older employees are less likely to be motivated by ping pong tables in the breakroom, and the promise of an eventual promotion has little sway over individuals who are approaching the end of their working career. However, the Baby Boomer population has a striking similarity to the millennial worker: if they aren’t engaged at work, they’ll leave.

How can you engage the older employees in your workforce?

Value their experience

Everyone wants recognition for their work, but the older employee wants to be recognized for the depth and breadth of their experience. Acknowledge their experience and tap into that expertise.

Give their work value In many cases, older employees are still in the workplace because they want to be - not because of a financial need. They’re looking for something that provides meaning and purpose in their life. This is the perfect opportunity to engage your older employees as community outreach coordinators, project managers for social projects and for introducing networking programs within your organization. Show your employees the value of what they are doing, and allow them to lead initiatives they believe in.

Encourage them to mentor younger employees. Use seasoned employees as mentors for younger workers who are eager to succeed is a great way to pass on more than just skill-based training. Unlike training partners who are similar in age and station, there is less competition between an up-and-comer and a boomer who has already made their mark on the world and is eager to help a less experienced worker do the same..

Seek their advice Advisory boards, employee panels and other opportunities for older employees to use their experience can be a key way to engage with the vision of the company. Ask for input on new programs and process, and allow them the chance to give feedback on strategic plans for the future.

Offer training on new technology and methods As technology becomes more prevalent in the workplace, some older employees can feel outdated and intimidated when faced with process and tools they don’t understand.

Instead of assuming they’ll “figure it out”, offer training sessions on the newest methods. Even things that seem intuitive (how to use a smart phone, accessing collaborative programs or video-conferencing, for example) can be overwhelming.

Provide 15 minute “How-to” classes during lunch, or offer to pair older employees with a tech-savvy millennial with patience. However, do understand that older employees can be just as enthusiastic and comfortable with new technology as younger employees. Often the fear around change it isn’t an age thing, but more a mindset thing. Be mindful putting everyone in a bucket just based on their generation.

A workforce with a diverse age range provides your company with a wealth of opportunities for success. Capitalize on the unique perspectives that older employees have and work to engage them in your business.

Michele Bailey is president and CEO of Blazing Agency and My Big Idea®. These two lines of business work congruently to support her clients’ success.

Imagine, for a moment, that you have been drafted to a sports team. You show up on the first day, excited (maybe a bit nervous), ready to jump in and join the team.

You arrive at the locker room, where someone gives you a tour: cafeteria, snack machines, equipment room, and introduces you to several of the key players you’ll be interacting with. You get your uniform, a key to the building and you settle in.

The next few days may be filled with meetings as you acclimate to the new team, but then it’s game time. You start playing in the games, but sometimes you’re not sure what play is being used. Once in a while, the coach calls for a new play that no one seems to understand. Sometimes you win. Sometimes you wonder if there’s a bigger picture, or if everyone on the team is even playing the same game.

The coach is busy, the other players are busy and there never seems to be time to learn the plays. At the end of the season, the coach throws a big party to celebrate the year’s accomplishments, and a new season begins. You’re happy to be part of the team, but you’re left wondering if you really have a vital part in the process.

There’s not much chance of success from a sports team that doesn’t practice. Even the most junior level programs have weekly practice sessions. College and professional teams have intensive camps with multiple daily practices scheduled, and they regularly train on plays and strategies.

In the workplace, however, employees are often given minimal training and expected to perform at a high level of success. Developing a systematic training program is fundamental for the organization that wants to see unparalleled success and performance.

What Does a Systematic Training Program Look Like?

A training program designed for success includes a few key elements.

Kick Off: Similar to the training camp starting events that signify the beginning of a sports season, begin your training program season with a kickoff event that highlights the theme of the training, informs employees about the scope of what will be covered and helps to generate excitement about the training program. Include upper levels of management to demonstrate to the team that the training is important and has the support of the top level of employees.Training Sessions: Regularly scheduled training (ideally held weekly) can enhance the success rate of the program. Introduce the employees to goal setting and offer instruction in how to utilize the process as part of their training regimen.Scheduled Evaluations: While your company may not compete in “games”, the world of business is essentially a competition. Whether you consider it a win based on sales, number of satisfied customers or customer retention rates, use the goal setting process to track the training. Hold regular group and individual evaluations to determine how the entire company is utilizing the training.Celebrations: Annual picnics, quarterly luncheons, end of year dinners are all essential to a successful systematic training program. Make a big deal of the wins and cheer on the members of the team as they continue to work towards their goals.

Don’t leave your company’s success to chance. Implement a systematic training program that can move your employees to the next level of productivity. Not sure where to begin? The goal-setting experts at My Big Idea® can help you establish the right type of program for your company.

Michele Bailey is president and CEO of Blazing Agency and My Big Idea®. These two lines of business work congruently to support her clients’ success.