How to improve employees skills and training to ensure a good recovery from the COVID pandemic

The last six months or so have presented us with a series of challenges - both personal and professional - that we could not have imagined a year ago. But while challenges can overwhelm us, they also present opportunities for adaptation, and for making improvements. I am by no means saying that the pandemic and the economic and social upheaval it has caused has been beneficial - far from it. I am simply suggesting that, in order to keep sane, productive and positive, we are better off looking for solutions and ways we can move forward and feel more in control. The more we seek out tactics and strategies that enable us to support one another more and work towards a brighter future, the better. 

Training and development for your team are always important - right now, they should be one of your highest priorities. From digital training programs to addressing skills gaps, this article suggests some actionable and affordable ways to improve employee’s skills and training provision to help ensure a good recovery from the COVID pandemic. 

Make sure your remote working provision is up to scratch

While some of us are back in the office, many are still working from home. And many of us are struggling to maintain focus and order on tiny makeshift desks, with substandard connectivity and fraying nerves. Your team might have been happy to accept this situation as an interim measure but, considering it looks like remote working will be ongoing for a while, you need to make sure that they have everything they need to function at their best. 

Here are some important things to consider to ensure your remote working provision is up to scratch: 

1. Are you compliant? Many employers aren’t aware that they have legal obligations to provide a safe home working environment. Check out the HSE’s webpage for homework for more information.
   
2. Make sure your team has all the right tools. This includes technology, connectivity and the necessary office furniture and safety equipment.
3. Ensure your colleagues are comfortable with the transition from temporary remote working to a more permanent situation. There’s a big difference between being happy to conduct the odd meeting on Zoom and managing and maintaining longterm business relationships. Encourage your team to be honest about how they’re coping. If they’re struggling without the usual face-to-face interactions, just showing that you understand and care about their challenges can make all the difference. You could even set up internal forums for people to discuss and update on client relationships to troubleshoot problems and learn from other colleagues’ experience. 

Consider the types of soft skills that are now required

This follows on neatly from my previous point. Now’s a good time to take a close look at the kinds of interpersonal situations your teams are now placed in. Are they having to deal with stressed-out clients or customers more than usual? Who will they turn to if they are struggling with this extra burden? Get feedback from your team about any changes they are experiencing and suggestions about what they think might help. {Perhaps you could offer them training in empathy, escalation management, or positive methods of dealing with stressful situations. 

Good project management skills are likely to become more and more important in a remote working environment. Make sure your team has the skills and the confidence to think on their feet and adapt to swift changes in work situations. They will need to be able to problem-solve and be creative in their approach. Alongside online training, you could organise workshops where your staff solve hypothetical challenges to prepare them for when they happen in real life. 

Instilling confidence in your teams is so important. The more you can do to build their self-awareness and self-reliance the more they are likely to succeed and prosper in a remote working environment. Encourage them to keep sharing their experiences and not be disheartened when things go wrong. Mistakes and setbacks are how we learn, after all. Give them the tools to manage their workloads and interactions with confidence and you will all reap the rewards. 

Think about your future training requirements

This point is a tricky one considering the world is currently in a state of limbo. But in order to emerge stronger from the pandemic, it is vital we keep our future needs in mind and be agile in our approach. 

Ask yourself the following: 

• What can you put in place to make your workforce planning more strategic and less reactionary? 
• Are you focusing on the areas of your business that most need your attention? 
• Has the pandemic highlighted any skills gaps in your organisation? If so, what do you need to put in place to address them? 
• Do you have enough budget to deal with any new training and development requirements? If not, are there other areas of the business you could shift resources from for the time being? 
• Are there areas that need more or less financial investment? 
• Do all managers have a comprehensive and detailed view of their team’s activities and progress? Are there better technologies you can use to improve this? 

Get all the relevant members of your team on board to help answer these questions. You’ll benefit from their different experiences and points of view. If it all seems a bit overwhelming, put a short term plan together for now, with a list of tasks and things to revisit as knowledge of your changing situation evolves.  

There’s a great deal to consider so take the time to examine each aspect thoroughly. Even if it transpires that you don’t need to do anything right away, the chances are you will benefit from the exercise. The learning process itself will help keep you on the right track with identifying issues in the future before they escalate. Plus it shows your employees that you care about their welfare and wellbeing. 

And if you do identify areas for improvement, great. In challenging times, one of the best things we can do is focus on the positives - the things we have control of and can change. All the best from the team at Bramwith and if you do find you need to upskill your team, talk to us. We’re experts in procurement and supply chain recruitment and we will do our very best to help you and your team succeed.