I remember a job from years ago where the training consisted of me filling out some paperwork, skimming a manual, a quick pep-talk from the boss and then getting thrown in, to “learn as I go.” That was not a great experience, and I learned things sporadically, got frustrated, and frustrated my employer. Many of you can probably relate in one way or another to getting “training” at a job like this.

Here at PFL, we value training our new employees. So much so that we pay them to train for four weeks before they are even out on the floor, test them, have graduation requirements and other full time employees who are expert in their departments take time to train them. Why? Simple–if we are not learning as a company, we will fall behind. A business learns as its people learn.

Take a look at this short list of questions, and see if any spark an idea for your company:
-How can you use training to improve company culture?
-What can we focus on in training that we are currently lacking or can strengthen on the floor (sales, efficiencies, etc.)?
- Are we seeing leadership opportunities for the trainers, and recognizing future leadership needs in the class?

Don’t look at employee training as a part-time thing. Employees are an invaluable asset to your business–that is a no-brainer. But, investing in them strategically and looking down the road is the smart way to get the rewards that pay off now and in the future.