Cross Training for Organizational Success and Productivity

By Published September 13, 2017
Learning and Development

Many managers and employees do not consider cross-training in their organization. Each division is comfortable doing its daily tasks. Some employees enjoy their designated jobs and relevant tasks while some don’t. The business continues to function from day to day, but it struggles with staffing and other daily conflicts. In lots of ways, cross-training as a part of organizational learning and development program can be very helpful to a company and its employees.

Cross Training in Learning and Development

Cross-Training in Business Benefits

There are many benefits to cross-training employees to perform other job roles. Some of the advantages include:

  • Giving employees the experience and knowledge required to make an informed decision about their career path with the organization.
  • Encouraging employees to recognize the big picture and how their work role fits into that picture
  • Helps employees to see and understand what other departments do, and how their job roles fit into the larger picture.
  • Provides coverage during employee vacation, absence and busy periods by employing people within an organization rather having to hire a temporary workforce.
  • Helps to improve teamwork and coordination as well as eliminate unhealthy competition.
  • Providing the job variety to employees that prevent them from getting bored with their existing or assigned job roles.
  • Improves employee visualization and sharing organizational goals, culture, and objectives.
  • Revitalizes all departments by providing employees with an opportunity to learn and develop professionally.
  • Efficiently devised cross training program for employees helps to elevate their personal motivation, skills, and knowledge.

Cross Training is one of the most useful tools for organizations to boost their learning and development initiatives. For its successful implementation, a well-thought-out plan must be developed taking the inputs of all department heads and key decision makers.

For cross training to work, it has to be carefully planned under learning and development program and presented to employees as an opportunity for growth and learning. Employees must be encouraged to offer suggestions and feedback. Organizational objectives and worker career goals also have to be considered in the decision to cross-train employees.

Where to start?

Cross-training may be implemented in a few or all departments. An employee that manages client email inquiries can be cross-trained to take care of customer call inquiries also, making that employee more beneficial to your company. Supplying cross-training in phases keeps the business running smoothly while employees are away from their regular jobs.

You can also take the assistance of L&D experts to develop and implement cross skilling best practices. They will provide you customized solution aligned with your long term business goals and workforce interests.

Keeping employees challenged and busy can be hard, and cross-training is yet one other way to inspire employees to be amenable to internal changes. The workforce of modern work need to have a change in routine, and most employees have expectations of advancement. Becoming static in a project is damaging to the employee, and also to the organization since workers frequently identify themselves with their tasks. When an employee in her position, she’s prone to facilitate change and cross-training for different departments and within her department as the organizational requirements grow.

Poor performance is an area where cross-training could also be beneficial. A change in job responsibilities and departments can let workers know their performance isn’t up to company expectations. Temporarily changing departments and job roles provide notice to employees that action has to be taken regarding work performance, and presents them an opportunity to reorganize and improve. When employees see that another department isn’t necessarily better than their existing department, their attitudes toward the current job often improve.

Motivation has to come from within the organization as far as it comes from the employees. Cross-training and moving workers around to other divisions and different tasks help to make a knowledgeable team that can replace each other as required. Confidence in comprehension and skills can also be obtained through job rotation made possible by cross-training.

By approaching and implementing cross-training via a well-thought out learning & strategy, the organization and its employees both benefit from new skills and also a well-rounded workforce.

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