You just got out of a meeting with a desperate plea from one of your key stakeholders, realizing that X training solution is urgently needed in order to meet X performance needs by X date. You go back to your office, look at the training budget and realize there are few dollars available to get this work off the ground. Sound familiar? What do you do? Well, like the budget-savvy and creative learning professionals we are, we roll up our sleeves and get to work!
5 easy to implement ideas for cutting #training cost — just in time for Q4! #learning Share on X
As we sit solidly into the Q4, you may find yourself in this position today and need a little inspiration. Here are some idea starters to get you going:
Idea 1: Prioritize training and development projects.
What does that mean?
Business priorities ebb and flow all the time. It’s really not the end of the world if you decide to reallocate funds by tabling another project to get the more urgent one off the ground.
What does this look like?
When you look at the projects decked for the quarter (and beyond) and the costs associated with training employees, you may determine that, given the immediate focus on “X” in the business, your already-decked “Y” training and development project might make more sense to deploy at a later date.
Idea 2: Consider using Innovators on Demand™.
What does that mean?
Consider the use of your consultant or vendor of choice to temporarily fill a staffing or resource gap. When you need specialized and onboard-ready Extra Hands You Don’t Have to Hold™ — our expert learning professionals are ready to step in to meet your temporary talent needs!
What does this look like?
This new project looks like you’ll need at least five or six resources, and you determine you really can only pull four from your internal team. There’s definitely not enough time for the requisition process if you’re going to make your date. Maybe you add a resource in a staff aug role to complement an existing team. Or, maybe this project could be done more efficiently by resourcing the entire project to a consultant or vendor team.
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Idea 3: Take advantage of the technology tools you have at your fingertips.
What does this mean?
Your organization likely has several technology platforms that could help disseminate information quickly, which can be less expensive and timelier than instructor-led courses. Consider the learners’ needs. Is this new information or building on existing? Is this information easily conveyed in a step-by-step process? Is this knowledge-level information or is it more complex, where difficult decisions will have to be made? Use this to determine your modality approach and determine how technology can be used as a tool.
What does this look like?
Use an LMS, a wikispace, an intranet, a private Facebook Group or even a SharePoint site to post information, training materials and so on.
Idea 4: Look into job shadowing, coaching and mentoring.
What does that mean?
Just as we discussed above, you should consider the type of information your training solution will deal with. Perhaps formalized instruction, either in person or self-paced, isn’t needed. How about relying on the expertise of your existing workforce to be the experts here?
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What does this look like?
Maybe the content involves a process change or a change in a key system. Why not establish quick-hit training for management, team leads or even top performers? Have them allow time to coach, mentor or even job-shadow to get the job done.
Idea 5: Get creative with modalities.
What does this mean?
Use simple tools such as PowerPoint, Screencast, Videoscribe or, heck, even a job aid created in MS Word to get the job done quickly and for less cost.
What does this look like?
Could you quickly create something in a PowerPoint deck using its various features rather than developing a full-blown WBT? Maybe you could do a quick screencast vs. a full simulation or an explainer video instead of a full WBT? You could add a good old-fashioned job aid too.
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As sure as the sky is blue, learning leaders can rest assured that they will (likely sooner than later) run into a training and development budget problem, especially as we find ourselves in the middle of the fourth quarter. Hopefully, these ideas acted as a catalyst for you to find your own creative solution.
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