Training is a critical component of any organization’s success. It ensures employees and managers are equipped with the knowledge and skills they need to perform effectively, comply with legal regulations, and contribute to a positive workplace culture. Organizations that prioritize training can enhance employee engagement, reduce risks, and foster professional growth at all levels. 

During a recent virtual panel discussion, three experts from our team at MP explored the significance of training within organizations. The discussion highlighted the various aspects of training, including compliance, leadership development, and performance management. This blog will summarize the key takeaways and emphasize why training should be a priority for every business. 

Meeting Organizations Where They Are 

Every business or organization has unique training needs based on its industry, workforce, and business goals. One of the key points emphasized in the discussion is that training should be tailored to meet organizations where they are. Some businesses have established HR teams that require supplemental training resources, while others may have leaders wearing multiple hats, including HR responsibilities, with little formal training. 

Jen, one of our panelists, shared insights from her experience working with a diverse range of clients. Many of her clients do not have a dedicated HR background, making it essential to educate them on critical HR topics such as employee classification, compliance, and performance management. Understanding the specific challenges and needs of each organization helps create a training plan that is both relevant and impactful. 

Addressing Knowledge Gaps and Compliance Risks 

One of the common concerns among organizations is the fear of “unknown unknowns”—issues they may not even be aware of but could pose legal or operational risks. A significant example discussed in the panel was employee classification under the Fair Labor Standards Act (FLSA). Many businesses mistakenly assume that salaried managers are automatically exempt from overtime without considering the job duties test. Providing training on these nuances helps organizations avoid costly misclassifications and potential legal consequences. 

Additionally, compliance training plays a vital role in ensuring organizations adhere to employment laws and regulations. One area where this is particularly critical is I-9 compliance. With increasing regulatory scrutiny, organizations must ensure that their I-9 forms are completed accurately to avoid fines or penalties. Training employees, especially those new to HR, on proper documentation procedures can help mitigate risks and ensure compliance. 

Supporting HR Professionals and Managers 

For organizations with HR personnel who are new to the role, foundational training is essential. Many businesses rely on office managers or administrative staff to handle HR responsibilities without formal training. Providing these individuals with structured learning opportunities—such as training on progressive discipline, termination best practices, and compliance requirements—helps them gain confidence in their roles. 

Beyond HR professionals, manager training is one of the most impactful investments an organization can make. Managers serve as the front line of employee engagement and workplace culture. However, many managers are promoted based on their technical skills rather than their ability to lead people. Without proper training, they may struggle with delegation, conflict resolution, and providing constructive feedback. 

Key Components of Effective Manager Training: 

• Transitioning from Peer to Manager: Navigating the shift from being a colleague to a supervisor can be challenging. Training helps new managers set boundaries, avoid favoritism, and establish authority while maintaining positive relationships. 

• Delegation and Accountability: Many managers hesitate to delegate tasks, believing they can complete them more efficiently themselves. Training teaches them how to empower their team members and focus on leadership responsibilities. 

• Providing Feedback: Constructive feedback is essential for employee growth, yet many managers avoid difficult conversations. Training in feedback models helps managers provide balanced, actionable feedback that supports development. 

• Understanding Management Styles: Every manager has a unique approach, and effective leadership often requires adapting to different situations. Training on management styles helps managers recognize their strengths and adjust their approach based on their team’s needs. 

The Role of Performance Management in Training 

Performance management training is another crucial aspect discussed in the panel. Many organizations approach performance reviews as a once-a-year event, but effective performance management should be an ongoing process. One of the most common challenges is ensuring managers provide regular feedback rather than surprising employees with concerns during annual reviews. 

Organizations can enhance their performance management strategies by: 

• Encouraging continuous feedback throughout the year. 

• Training managers on biases that can affect performance evaluations, such as the halo effect, horn effect, and recency bias. 

• Implementing structured performance review templates to ensure consistency. 

• Utilizing learning management systems (LMS) to automate review processes and track employee development. 

Several organizations have also benefited from digitizing performance management. Moving from paper-based reviews to an automated system helps streamline processes, send reminders to managers, and create a more structured approach to performance evaluations. Learn more about how MP can help with seamless and convenient technology for talent management here. 

The Critical Need for Harassment Training 

Harassment prevention training is not only a best practice but a legal requirement in many states. The panel emphasized that organizations need to be aware of state-specific training requirements. For example, in states like California and New York, harassment training is mandated based on employee count, while cities like Chicago have unique requirements affecting remote teams as well. 

Even when harassment training is not legally required, it is still essential for fostering a respectful workplace culture. Employees often do not read policies thoroughly, so interactive training sessions help reinforce expectations and create a safe space for employees to report concerns. 

Key Elements of Harassment Training: 

• Understanding what constitutes harassment and discrimination. 

• Recognizing bystander responsibilities. 

• Encouraging employees to report concerns without fear of retaliation. 

• Emphasizing manager responsibilities in preventing and addressing harassment. 

Leveraging Learning Platforms for Scalable Training 

One of the recurring themes in the discussion was the importance of utilizing learning platforms to deliver, track, and customize training programs. Organizations with employees in multiple states benefit from digital solutions that assign state-specific training modules automatically. 

Additionally, customized training tracks allow businesses to provide tailored learning paths for different roles. For example: 

• New managers receive training on leadership and performance management. 

• HR professionals get compliance and best practices training. 

• Employees undergo harassment prevention and workplace ethics training. 

By leveraging learning management systems, organizations can reduce administrative burdens, ensure consistency, and provide employees with on-demand access to training materials. 

The Holistic Approach to Training 

The panel discussion made it clear that training is not a one-size-fits-all solution. Instead, organizations should take a holistic approach by integrating various training programs to address leadership development, compliance, performance management, and workplace culture. 

Key Takeaways: 

1. Training should be tailored to organizational needs. Different businesses require different training approaches based on their workforce and industry. 

2. Compliance training mitigates risks. Understanding legal requirements, such as employee classification and harassment laws, helps organizations avoid costly mistakes. 

3. Manager training strengthens leadership. Providing managers with essential skills, such as delegation and feedback, improves team performance and engagement. 

4. Performance management should be continuous. Regular feedback and structured review processes ensure employees know where they stand and how to improve. 

5. Leveraging learning platforms enhances efficiency. Digital training solutions help organizations streamline training, track progress, and ensure compliance. 

Ultimately, investing in training is an investment in the organization’s success. Well-trained employees and managers create a more productive, compliant, and engaged workforce, positioning the business for long-term growth and sustainability. Let’s join forces to implement a top-tier training strategy at your business, today.  

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