As technology and interconnectivity continue to redefine our commercial landscape on a daily basis, it seems as though today’s businesses have adopted a largely unsympathetic mentality with regard to assuaging turnover rates and encouraging personal enrichment.
To put it simply, many modern managers fail to internalise the importance of targeted training sessions, development initiatives, and personalised instruction:
- Each year, businesses spend inordinate amounts of money on ineffectual colloquia and generic workshops, which cost upwards of £10,000 per employee and usually fail to effect any sort of quantifiable improvements.
- A corporate study conducted between 2012-2016 found that three out of every four office employees feel as though they are failing to reach their full potential, let alone excel, in their respective fields.
- More than half of today’s human resource managers believe that providing up-to-date training and guidance is integral but 90% of these administrators don’t have the resources required to provide consistent instruction.
- Recent surveys indicate that one out of every three new hires decides to leave his or her company within the first 12 months due to a general lack of development, training, and job-specific coaching.
- The expenses associated with replacing a departed employee are usually three times higher than the person’s annual base salary.
As you might imagine by now, the importance of providing your workforce with captivating workshops and instructive training programmes cannot be understated, especially if your core operations revolve around constant consumer interactions, high-pressure sales endeavours, or providing niche services to unique clients.
However, you shouldn’t just hire any old instructor or consultant to facilitate an educational seminar; you need to partner with proven experts, field-tested industry superstars, and seasoned specialists who have been in the business for many years.
Thus, if you’d like to provide your onsite employees with targeted management training courses on a year-round basis, feel free to use this brief article as a step-by-step guide to evaluating and hiring a reputable consulting firm regardless of your specific industry or sector.
Step One: Look for a Multitalented Assortment of In-House Consultants
Facilitating lesson plans within the confines of a traditional classroom is far different from imparting knowledge to a given workforce. It requires some nuance, inspiration, and real-world experience, not to mention top-notch public speaking skills. With this notion in mind, you’ll want to seek out a company that can put forth a robust network of highly skilled, battle-tested consultants that have truly been there and done that:
- Former directors, CEOs, proprietors, and executives
- Renowned lawyers, solicitors, and other legal professionals
- Project managers and HR administrators
- Finance experts
- Digital marketing specialists
- Commercial banking authorities
- Distinguished college professors
- Oil and gas industry veterans
Step Two: Ensure the Proper Accreditations
The consulting firm that you end up hiring should be:
- Endorsed by the British Accreditation Council (BAC)
- Recognised by the Institute of Leadership and Management (ILM)
- Certified by the Institute of Supply Chain Management (IoSCM)
Step Three: Evaluate Course Offerings to Ascertain the Best Solution for Your Firm
If your primary goal is to establish a long-standing relationship with a single learning provider, you’ll want to ensure that the company in question can provide a vast array of targeted lesson plans including:
- Advanced management and administration skills
- Law and legal concepts
- Operations management
- Finance (personal and corporate)
- Public relations
- Secretarial skills
- Sales and marketing
As you visit various websites, be sure to review case studies, company blogs, training programmes, and past client testimonials before hiring a particular firm.