How to Implement Employee Cross-Training Techniques
Cross-training prepares employees to perform several different functions within their job role. Most employees welcome the opportunity to diversify their skills. For example, customer service representatives tend to be capable of supporting multiple products within a product line. Implementing cross-training techniques usually involves providing short, self-paced training segments or lunchtime seminars that employees can incorporate into their work schedule with minimal disruption.
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Instructions
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Teach all employees at least one additional skill each year. Employees hired to operate one piece of machinery or one software application can typically be trained to function in additional departments. By providing employees with opportunities to obtain valuable skills and experience, you encourage their career development.
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Permit cross-trained employees to function in multiple departments. Encourage them to suggest more creative and cost-effective measures since they have more exposure than their counterparts restricted to a single role. Employees recognize that remaining competitive in a highly volatile economic environment requires taking risks and learning new procedures. Cross-trained employees can provide coaching and mentoring to other employees to further expand the skills and capabilities of the organization. Increased expertise produces improved operational results, such as closed sales per month or customer support satisfaction ratings.
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Promote cross-training activities to reduce your need for hiring additional personnel. Employee morale tends to improve. Turnover reduces and productivity increases, leading to better operational metrics. Employees experience more job satisfaction when they participate in more job functions. Overall morale improves when employees have a sense that they play an integral role in the company's success. Company loyalty improves and customers tend to respect companies with dedicated employees. Reward and recognize employees who function as coaches and mentors.
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Maintain a database of cross-trained personnel in case they are needed to fill in when a serious illness, personal obligations or higher priority work prevents another employee from completing a particular task. Instead of hiring temporary personnel, who take time to orient to their job, existing personnel can step in to fill in during vacations, business trips and other gaps in coverage. Reducing recruiting, interviewing and hiring costs more than justifies the training expense incurred. Investing in developing company talent maximizes company resources.
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Designate experts to qualify applicants to participate in cross-training programs. This ensures that you have the right people involved. Specify whether training participation is mandatory or voluntary. Allow employees who provide support for others the time they need to provide this service. Use external resources to certify business professionals as required by local, state and federal regulations.
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