Companies often face the dilemma of whether to invest in training their employees or not. While some organisations prioritise employee development and invest heavily in training programs, others may choose not to provide extensive training opportunities. 

This decision can be influenced by various factors, including cost considerations, time constraints, and the availability of skilled talent in the job market. In this article, we will explore some of the reasons why companies may choose not to train their employees and the potential consequences of this decision.
‍

1. Cost considerations

A reason why many companies choose not to offer training opportunities to their employees is the cost associated. 

Developing and implementing effective training initiatives can be a significant investment, particularly for small businesses with limited resources. Training costs include not only the expenses related to trainers, materials, and infrastructure but there is also the perceived cost of potential productivity lost during training periods. 

However, this should only be a concern if the training is not directly related to performance and business goals, otherwise we can assume there will be a positive influence on future productivity and output.
‍

2. Time constraints

Another reason why companies may choose not to train their employees is the time constraints they face.

In today's fast-paced business environment, companies and their people often find themselves under pressure to deliver results quickly. Training programs can be time-consuming, requiring employees to dedicate a significant amount of time away from their regular work responsibilities. 

This is often viewed as disrupting workflow and potentially affect productivity. Which is why modern, agile companies prioritise bringing learning to the places people work and the moments it can drive impact.
‍

3. Availability of skilled talent

The availability of skilled talent in the job market can also influence a company's decision to train employees. In some industries, there may be a surplus of qualified candidates with the required skills and expertise. 

In such cases, companies may choose to hire individuals who already possess the necessary qualifications, rather than investing in training programs. 

However, this is arguably not the sustainable approach. In times of talent shortage, it becomes increasingly more difficult and expensive to bring every skill in via new people, hence the shift towards upskilling our current employees.
‍

4. Fear of employee attrition

Companies may be hesitant to invest in training programs due to the fear of employees leaving the organisation after acquiring new skills. 

Training can enhance an employee's market value, making them more attractive to other employers. This concern is particularly prevalent in industries where there is high demand for skilled professionals. 

However, this is often caused by a false expectation that giving people new skills is a reason they should stay. It’s a vehicle to broadening our talents and performing better in our role, but the company has an obligation to create an environment where we’re happy using those new skills and still have chances to grow.
‍

Consequences of not training employees

While there may be valid reasons for companies to choose not to train their employees, there can also be significant consequences associated with this decision. 

Without adequate training, employees may lack the necessary skills and knowledge to perform their roles effectively. This can lead to decreased productivity, increased errors, and reduced customer satisfaction. 

Additionally, a lack of training opportunities can hinder employee engagement and motivation, resulting in higher turnover rates and difficulty attracting top talent. 
‍

Conclusion

In conclusion, companies who choose not to train their employees often cite cost and time considerations, the availability of skilled talent, and the fear of employee attrition as reasons for not doing so.

However, this is often a short-sighted view that can be resolved by better connecting learning and training to company goals and the everyday flow of work!

‍Want to learn how you can make that shift? Check out this blog post: Train Them And They Won’t Leave

‍