Are Senior Employees Getting Regular Training?

Companies need to identify the requirements of all senior employees and offer customised training 

We often hear about companies offering training to the entry-level employees – but how often do we hear about companies training their senior employees? While it’s important to have a systematic induction process for all the entry-level employees and make them aware of all the handy resources, through workshops or training programmes; companies also need to focus on retaining the “old hands” or the senior employees by means of various engagement tools – training programme being one.

Training has to be customised, looking at the employee’s level within the organisation and his/her interests. While entry-level employees must be given training around relationship building and time management; mid-level employees need training in managing small teams, mentoring teammates and delegating routine work. Senior employees, on the other hand, require training to lead middle managers and how to make business decisions.

Experts believe that irrespective of the position served, companies need to monitor individuals’ functions at all levels and offer adequate training based on their performance. By offering training and learning opportunities to the younger employees and neglecting the senior ones will not do any good to the organisation’s growth.

“We believe that with extensive changes in the global business environment, training programmes are essential at each and every level in the organisation. Training gives employees an intellectual edge to deal with both business and people issues, rationally and constructively,” suggests Divya Sutar, vice president – HR, Capri Global Capital Ltd.

She also believes that for senior employees, it’s even more important to provide timely training – as leaders will continue to look for ways to stay ahead of the crowd and implement meaningful changes as and when required in the organisation.

It’s important that the organisation constantly appreciates the contribution of the senior employees by conveying positive messages regularly and also by showing them a proper career map – something they do for the junior employees. Organisations need to review the career development plan of the senior employees as frequently as they do for the others. They also need to establish a bridge of trust – where the senior employees can approach the HR manager and discuss their growth concerns or past achievements. If the senior employees have not been a part of any recent training programme, the HR manager need to make sure that they do participate in the upcoming ones.

A lot of these senior employees are often not seen taking part in the training programmes organised by the companies – mostly because they shy away from such participations. If the organisation understands the employees’ needs – they must also be organising relevant training programmes for them. But is it really the case? Sutar says, “Training cannot be similar at entry, mid or senior level – as the needs are completely different. In order to understand their apprehension from attending a mid-level training programme, we need to first understand the different between “leading” and “managing”. Across their careers, they have been excellent managers; their need is more on enhancing their leadership attributes and this cannot be delivered through mid-level trainings.”

Till the time the organisation actually starts relating to the actual requirements of the senior employees, no training will be useful. “Unless and until there is clarity on expectation and priority is well-defined, a formal training session will not survive the competition for their time and attention,” suggests Sutar.

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