News and Insights

advice and updates for IT professionals and employers.

Investing in Your Employees with Training

Collecting certifications and completing training can help employees jump-start a job in a new industry or move up the ranks at their current workplace. Education remains one of the safest ways for career growth, and securing salary increases.    

But let’s face it. Training seminars, courses, and boot camps can take up a lot of time and cost a lot of money. As a boss or manager, shelling out large amounts of money or giving employees time off for training might not seem worth it.   

You, as an employee, have options when it comes to convincing your bosses to invest in training. The return on investment, especially for good programs, can be very high, and it’s also an excellent way for managers to make a positive impression when it comes time for an annual review with their bosses.  

Here are a few reasons why investing in training is so powerful – and how you can convince your company to do so.    

Pitch A Follow Up Plan

Many companies don’t like investing in training because they worry employees will attend the course or seminar and then never put any of the lessons into practice. Think and propose a plan on how to follow up on training across the workplace at the same time you make your pitch for investment in training. An action plan could be a presentation for employees who did not attend or working on a project based on the skills that were learned.   

Get Creative With The Funding

It can be easy for company executives to say no to training after a glance at the training budget. Being smart about how you propose funding for training can significantly improve the prospects of it being approved. For example, see if a course related to IT could be paid out of the maintenance budget or if the marketing side of your company could foot the bill for a sales seminar.   

Leverage Options

Sometimes, making a cost comparison between different training options makes it easier for approval. Giving a list of different educational choices and their pros and cons can make for a compelling pitch. Let’s say you’re interested in graphic design training. Presenting options for a self-study course that costs a few hundred dollars, with a day training event that’s around $1,000, and a week-long five-figure seminar. This approach makes it easier for a company to justify a training cost even if they opt for one of the cheaper one. 

At Morton, employers can work with our experienced team to solicit employees who have the right credentials for the job, and who are willing to learn and advance their careers through educational opportunities.   If you’re looking for an exciting new project or opportunity, take a look at our job board.