How to start a cross-training program?

Cross-training has traditionally been a popular technique of extending staff capacity and optimizing the use of resources. You should make sure your staff grasp the advantages and methods of your program before you enter your project. You will gain greater endorsement for your long-term success with a few easy factors. 

You should make sure your staff grasp the advantages and methods of your program before you enter your project. You will gain greater endorsement for your long-term success with a few easy factors.

So, how do you go about cross-training your employees in 2021? How to launch a cross-training program for your company?

1) Risk reinforcement

When your firm receives fresh cross-training, your staff may reasonably be interested. Take the next issues into consideration.

Cross-training might be assumed to be a method to prepare for upcoming layoffs. It may be viewed as a diversion of the area of attention for employees — in particular senior professionals. Staff might worry about taking up more duties in response to cross-training requirements. To implement a new cross-skills program, two things are essential to signal to your staff: 1) they are appreciated and 2) independently from what they learn.

2) Software of cross-training

Individuals want to be accessible, transportable and handy to study. Online training programs such as TalentLMS, shown here, provides employees with the tools to study on their own time across devices.

3) Notify of change

Whenever a new program is presented to employees, the first step is to explain what a Cross-Training workforce needs and benefits.

What are employees gonna gain?

Without training, what would they suffer?

Next, collect feedback on questionnaires from staff. With this procedure, you may detect anxieties and views of workers in order to ease their concerns.

Finally, try adapting your program to meet the concerns of the employees to help them with the shift. Once the program has been completed, you may launch an internal marketing campaign which will emphasize the benefits of cross-training such as long-term employability and long-term business advantages.

4) Delegate to leaders

Each head of department should determine the most useful abilities to be included in staff cross-training. This exercise requires management to identify the things that are significant and how information might be shared. Employee-led innovation starts with leadership. Managers must motivate their staff to increase their expertise and talents.

One approach to do this is to give employees the freedom to use their learning in their regular job. Cross-training training seems relevant and beneficial instantly. Mentorship may also be an important component of your cross-training. For colleagues interested in this area of expertise a qualifying employee can organize meetings. Often, employees may lack confidence in the new subject area, and a mentor can act as a guide through the learning process.

5) Providing advantages

You should reward staff for their learning involvement. Consider creating incentives to opt in rather than imposing results. You can take additional time off, spot bonuses or acknowledgement by the public. Your staff would probably enjoy certificates and credentials which may be transferred even outside your company. A catalog of courses relevant to the sector will be developed with education institutions.

This investment helps the organisation, too, as your employees may provide your workplace with new capabilities. Instead, internal credentials can be granted, such as digital badges that can be added to their portfolio after a training session. Whichever of the award you pick, remember that your learning endeavour is worth investing in.

As Vietnam’s leading HR consultancy firm, Talentnet applies state-of-the-art technologies to its payroll framework with strict safety, profound understanding of labor law and associated HR solutions. Please contact us for more information.

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