There are many benefits to launching a cross-training program for your organization. With a well-developed cross-training program, your organization will be able to:
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- Maximize the skill sets and talents of your staff across departments so that it can remain flexible and agile when faced with unexpected disruptions or setbacks.
- Offer your employees more opportunities to advance their skill sets and experiences to look more competitive for future roles as they gain a deeper sense of loyalty to your organization.
- Improve teamwork, understanding, and communications across your organization.
However, if you don’t launch your cross-training program properly, it could end up backfiring. And you could end up with more stressed and highly dissatisfied employees than you had before it launched.
Here are four tips to keep in mind when launching your next cross-training program.
1. Present Cross-Training as an Opportunity, Not an Obligation
If you make cross-training mandatory, employees will probably see it as extra work they’ll have to do when they’re already stretched too thin with their everyday duties and tasks.
Instead of mandating cross-training, present it as an opportunity for your employees to learn something new to satiate their curiosity or something that will make them look more competitive when a new role becomes available or when they’re ready to apply for a management role.
Emphasize how the training will allow them to learn new skills as they earn more credibility, responsibility, and perhaps a higher salary.
2. Reduce Workloads or Integrate Training into Daily Tasks
When your employees are participating in your cross-training program, make sure their everyday workloads are lessened a little. Otherwise, they might quickly burn out and be unable to participate in the program fully because they’re overextended and stressed—which will ultimately make the program ineffective.
You could also integrate cross-training program tasks and assignments into their everyday workloads when your program launches so that it becomes a part of their actual work and isn’t simply added onto their existing workload.
For instance, a marketer might learn how to manage the overall workflow of e-mail communications while still sending out e-mails to prospects on her routine solicitation list.
3. Offer Different Types of Cross-Training Opportunities
Before launching your cross-training program, be aware of the different types of cross-training available, and select the type that best aligns with what your employees and your organization can benefit from long term. The different types of cross-training include:
- Cross-training across departments
- Cross-training skill sets
- Different roles and job-rotation cross-training
Read “Different Types of Cross-Training and Why Your Business Needs Them” for more information.
4. Recruit Management to Participate
Before you launch and as you’re launching your cross-training program, make sure members of management are on board to participate and that they’re prepared to help coach and train their staff and other managers’ staff when necessary.
They should also be excited about promoting your cross-training programs to their staff as relevant opportunities arise; this will significantly help your cross-training program’s enrollment and participation rates.
To ensure your employees and organization are set up for success as you launch your cross-training programs, follow the tips listed above.