A Manager’s Guide to Training Employees

So you’ve got a team…now what?

In a world full of uncertainty and AI, in-demand job roles and skills are constantly changing. It’s important that managers take the lead in keeping both their team’s and their own skills up to date.

What training programs or employee learning programs does your company have currently? Are they sufficient in providing employees with the opportunities and resources they need to succeed?

If you’ve read ten different learning and development articles already and still don’t know exactly where to start then this guide is for you.

What is in this guide to employee training programs?

In this guide we’ll cover everything you need to know about training your employees, so you can help them achieve their full potential and take your business to greater heights.

Download the guide where we cover:

• What are the benefits of employee training?
• What role do managers play in training employees?
• Step by step guide on implementing employee training.
  • Step 1: How can you help your employees identify their training needs?
  • Step 2: How to motivate employees to make time for training.
  • Step 3: What compliance training and workplace training is legally required?
  • Step 4: Using a skills and training needs template.
• Access our skills and training needs template.

What is employee training?

Employee training programmes are designed to help employees learn specific knowledge or technical and soft skills to improve their performance in current roles. They are part of continued efforts by companies to help employees feel more confident and productive at completing their own tasks and contributing to upward growth for the organisation.

These training programmes can be delivered by a registered training organisation or internally by staff members. They’re designed to support professional development and enhance job satisfaction. 

The goal is to enable employees to do their job effectively and confidently by building the right skills and knowledge. Whether it’s sales training, customer service training, compliance training or diversity training; each programme plays a key role in helping your team grow and perform at their best.

The different types of employee training programmes

There are many types of training and development programmes available including on-the-job training or online learning. Here are examples of the most common types of employee training programmes. 

Orientation for new employees

It can be daunting for new employees when they first join the business, there are so many things they need to learn and get up to speed with. Orientation training programmes are usually a one-time event to welcome new employees, covering key topics like company values, company culture and administrative procedures.

Onboarding and continuous learning

The difference between orientation and onboarding is that rather than being a one-off event, onboarding encompasses ongoing learning sessions spread over a longer time period. They help prepare employees for their new roles, by providing them with the necessary knowledge and skills to ease into their tasks and teams.

One of the best ways to encourage a continuous learning culture in your business, is to start from day one with new employees. Knowledge sharing among employees is one of the best ways to upskill your team with industry specific and niche learning experiences.

Technical training and employee development

Technical training often involves upgrading hard skills specific for their roles, for example: designing, developing, implementing, maintaining, supporting or operating a particular technology, product or service. 

A key distinguishing factor between technical training and other forms of training is that while technical training is job-specific and requires a certain set of skills, other types of training are more generic and can be transferable. Employee development initiatives for hard skills can be an essential way to keep up with the latest trends, along with staying ahead of newer and more efficient practices.

Soft skills training

Soft skills focus more on individuals as a person in the context of different situations and can be applicable to any job role. Training in this area enhances the personal attributes of your workforce in areas like relationship building, empathy, communication, teamwork, problem solving, emotional intelligence and leadership.

These soft skills can also enhance the effectiveness of other training areas, such as customer service training or sales training, by strengthening how employees interact, communicate and build relationships.

Product and services training

When companies are preparing to launch a new product or service to the public, you’re going to need to train your employees on these differences or developments. It provides employees with the proper product or service knowledge and approved answers to possible questions that might arise, so that they can provide the best support to consumers and clients.

If your team doesn’t quite understand your new launch, the odds are, neither will your audience. Your team is often the face of your business, handling day to day interactions with customers and clients. Ensuring that your team is the expert on everything you offer can ensure greater customer satisfaction.

Health and safety training for employees

An absolute necessity, particularly for organisations in the construction industry or any roles involving heavy machinery. Workplace safety training aims to provide employees with crucial knowledge and skills to perform their work safely.

They are designed to train employees on precautionary processes and procedures, as well as to mitigate the risk of injuries or fatalities on the job. It’s also a form of compliance training delivered to protect the organisation and its people and enforce industry standards. Proper training for health, hygiene and safety is an integral part of meeting your obligations as an employer or manager.

Leadership skills and management training

Leadership training programmes help identify and develop future leaders, as well as expand the capabilities and knowledge of existing leaders. New leaders stepping up to managerial positions might need to hone their skills in decision-making, conflict resolution and project management; while senior leaders might need training in emerging trends and technologies so they have the foresight to steer their teams in the right direction.

What are the legal requirements around employee training in the UK?

UK law requires employers to provide appropriate training to ensure employees can do their jobs safely. This includes initial training when they start, plus ongoing training as roles or regulations change.

Under the Health and Safety at Work Act 1974, employers have a duty to protect staff from risks by providing suitable instruction and supervision. 

Outside of health and safety obligations, employees also have the right to request unpaid time off for training if it helps them do their current job better (this applies in companies with 250 or more staff for employees with at least 26 weeks continuous service.).

You’ll also need to keep records of any training provided, especially compliance-based training, in case it’s needed for audits or legal proof. At a minimum, we would recommend all employers provide:

• Health and safety training: This includes risk assessments, fire safety, manual handling and workplace-specific hazards.
• Equality and diversity training: Especially important for preventing discrimination and creating a respectful workplace.
• Data protection training: If your staff handle personal data, they need to understand GDPR and how to manage data properly.
• Safeguarding training: If your staff work with children or vulnerable adults, this is a legal requirement.

Depending on your industry, you may also need sector-specific training, such as food hygiene for hospitality or COSHH training for those working with hazardous substances. If you’re unsure which laws your specific business must comply with, chat with one of our HR experts for tailored guidance.

Key benefits and advantages of training employees

Training is essential because it leads to better talent, more efficient processes and overall business growth. Most employees are specialists in their area of expertise, but it’s never healthy nor beneficial to just be content with what they already have. Investing in your team allows you to reap the benefits long term.

Keen to find out what the benefits in upskilling your team are? Here are our top six picks. 

1. Improves employee retention

No one wants to work for an organisation that cares little for personal growth and development. Employees need to feel that their ongoing training is a priority, and their company supports and encourages active learning.

Upskilling teams will prevent their skills from becoming redundant, while also proving you care for their future career development. It’s a win-win situation for both employers and employees. Employees are happy about where they are and where they’re headed, while businesses get to save on turnover costs, which can amount to a whopping 33% of an employee’s annual salary!

2. Boosts employee morale

Employees are an organisation’s most valuable asset. When businesses put in the effort to train and develop employees, it sends a clear message that the business values them. Each individual is appreciated for the skills and knowledge they bring to the table and the company is willing to invest in everyone’s growth.

By providing the resources for employees to learn new skills and knowledge, it enables them to feel a greater sense of autonomy, value and confidence within their roles; providing a more profound sense of purpose within the organisation.

3. Enhances productivity and performance

Employees who take part in effective training and development programmes are able to work more efficiently, yielding more significant turnaround and performance. With extra time on their hands, you will find teams are far more innovative and creative with brainstorming new business ideas and strategies.

With technological transformations calling for upskilling on a regular basis, training and development programmes provide a great opportunity for employees to continuously improve themselves, be innovative, take risks and optimise processes. All these improve an employee’s productivity, performance and the bottom line of the business.

4. Facilitates career development

Career pathways aren’t always linear. It can be easy for employees to stick to what’s safe, i.e. their current role. Without opportunities for training and development, employees can be pigeonholed into chasing a fixed career path, assuming there’s only one way for them to climb the ladder in the corporate world.

But promotion isn’t a key measure of success anymore, growth and development are. Rather than look for jobs where they can pledge a lifetime of loyalty and slowly climb the ranks, employees are looking for employers who value continual development customised to their needs. Having training opportunities allows them to expand their horizons, plan their next steps and venture into new territories.

5. Helps employees stay updated on industry trends and technological innovations

If you don’t learn from others, how can you improve? To ensure that a business retains its competitive advantage, it’s vital for staff to remain updated on all the latest industry news and tools available. It could range from issues like ethics and quality standards, to the latest ad formats available on a platform.

From conferences to seminars, training and development programmes, every new skill or piece of knowledge obtained propels them to work better in their day-to-day roles and pushes the business forward towards success.

6. Boosts your organisation’s EVP

An EVP, or employee value proposition, covers all the incentives, perks, benefits and support systems that you as an employer put in place to make working for you attractive, especially in relation to your competitors. It’s the unique value that a company can offer its employees beyond compensation. It’s about development paths, internal reward and recognition programmes and more.

An EVP affects how well a company attracts and retains employees, which impacts the success of a business greatly, so if you want your organisation to have the best talent, you’ll need a strong EVP. Providing training and development programmes helps boost your EVP by improving your company’s brand and reputation.

Training employees: where to start?

Training your team can feel overwhelming at first, especially when you’re juggling daily tasks and trying to meet business goals. But investing in your employees’ development is one of the best things you can do for your business. Well-trained staff are more confident, productive and loyal. The key is knowing where to start and how to keep it practical and effective.

Whether you’re running a small business or managing a growing team, a clear training strategy will save you time in the long run and help your staff grow alongside the business.

Step 1: Identify your employees training needs

The best place to begin is by having open, honest conversations with your team. One-to-ones or performance reviews are great opportunities to ask employees what areas they feel less confident in or where they’d like to grow. They might already have ideas for their own development and all they need is permission and support to get started.

You can also observe how they handle day-to-day tasks. Are there skill gaps affecting performance? Are certain tasks taking longer than they should? Feedback from colleagues or even customer reviews can also highlight areas for improvement.

Another useful approach is to map out the skills required for each role in your business, then compare them to what each team member currently brings to the table. This helps you spot training opportunities quickly and fairly.

Step 2: Motivate employees to make time for training

Let’s face it. When everyone’s busy, training can easily fall to the bottom of the to-do list. But when you show that learning is a priority, your team will follow suit.

Start by explaining the value of the training. Help your team see how it connects to their day-to-day work or future career goals. If they understand the “why”, they’re more likely to engage.

Make training practical and manageable. Offer it in bite-sized chunks, build it into the working week or tie it to tasks they’re already doing. Recognise and reward progress, even a simple “well done” can go a long way.

For more detailed steps to motivate your team, download our guide.

Step 3: Ensure compliance training and workplace training programmes

Getting compliance training right isn’t just a tick-box exercise, it’s about protecting your team, your customers and your business. To make sure your training programme covers all the right areas, start by identifying legal and industry-specific requirements for your workplace. These can vary depending on your business and the type of work being done.

A good approach is to create a compliance training checklist. Which should include essentials like:

• Health and safety regulations (including fire safety and manual handling)
• GDPR and data protection
• Equality, diversity and inclusion
• Safeguarding, where relevant
• Sector-specific rules including food hygiene, first aid or COSHH

Regularly review this checklist to stay in line with changes in UK law or industry standards. Make sure each training session is recorded. This not only helps you stay organised but also provides evidence of compliance if ever needed.

Remember: compliance training should be clear, engaging and practical. If it feels too dry, employees may tune out, so aim for formats that are interactive and easy to apply on the job.

If you need a place to start, take a look at our simple guide on HR compliance in the UK.

Step 4: Use a skills and training needs template

A skills and training needs template isn’t just a handy admin tool, it can shape your entire approach to developing your team. When used well, it becomes a practical roadmap for each employee’s growth, helping you link their goals to your business needs.

Start by using the template during performance reviews or one-to-ones. Together with the employee, identify the key skills their role requires, where their strengths lie and what gaps might be holding them back. This helps you target training that’s genuinely useful.

The template also helps you spot wider trends. For example, if several employees need support in a certain area, you might arrange a group workshop rather than individual sessions.

And from a management point of view, it keeps everything in one place, making it easier to track progress, set deadlines and follow up during reviews. It’s also useful when onboarding new staff, planning promotions or budgeting for training costs.

In short, it turns good intentions into a clear, actionable plan. If you’re looking for an easy and ready-made template, simply download the guide above and start using it in your business.

When should you use online learning versus in person training?

Both online and in-person training have their place. Online learning works well for flexibility. It’s great for compliance topics, product knowledge or general upskilling that doesn’t need hands-on practice. Employees can learn at their own pace, revisit material and fit it around their schedules.

In-person training is best for practical skills, team-building or when you want live interaction and feedback. It’s also a good choice for more sensitive topics, like leadership training or conflict management.

Sometimes, a mix of both (blended learning) works best, giving your team the convenience of online content with the added impact of in-person discussions.

How can HR tools help with training and development programmes?

With the accelerated growth of digital tools used for training and development purposes (especially during the pandemic), employees want a flexible learning experience that they can access in their own time and in a comfortable space. 

Workshops and courses can now be easily held digitally, making it unnecessary for employees to travel long distances just for a full day conference. With differing needs and personalities, it’s best to provide a variety of options to help support different learning styles. 

Some employees might prefer a self-paced learning style where they can pick the available time slots suited to their schedules and engage in the resources in their free time. Others may prefer a blended learning style with a combination of in-person teaching sessions along with e-learning.

HR tools such as a learning management system (LMS) provides greater flexibility to employees, because they are usually mobile-compatible and allows employees to complete courses from their smartphones or tablets, wherever they are. 

Online courses via an LMS also allow employees to complete them at their own pace amidst their daily tasks. Ensuring they don’t have to feel stressed or pressured into attending a session on a particularly busy day.

Online training breaks down geographical barriers as well, by being accessible to employees all over the world. For organisations with global teams, rolling out a good training programme across the business is no longer an issue.

An LMS also provides the organisation with a centralised location to store vital information about an employee’s skills, qualifications, training progress and more. This provides managers with the transparency and visibility over the status of each employee’s career path progression and also facilitates the scheduling of regular reviews to track improvements made after training is completed.

What is GDPR training for employees?

GDPR training teaches employees how to handle personal data in line with the General Data Protection Regulation (GDPR). It is the core data protection law in the United Kingdom. It’s essential for anyone in your business who collects, stores, uses or manages personal data, whether that’s customer contact details, employee records or client information.

The training helps staff understand:

• What personal data is and why it must be protected
• The key principles of GDPR (like consent, data minimisation and accuracy)
• How to keep data secure and avoid breaches
• What to do if there’s a data protection issue or request
• The risks and consequences of getting it wrong

GDPR training also builds trust with your customers and protects your business from costly mistakes. It should be part of your onboarding for new staff and refreshed regularly for all employees, especially as rules and best practices evolve.

Need more help?

Creating a strong training programme doesn’t have to be complicated, but it does need a clear plan and the right support. From identifying skills gaps to meeting compliance requirements, investing in your employees’ development is an investment in your business’s future.

If you’re not sure where to begin, we’re here to help. You can download our free Training Employees Guide above to get you started. Or if you’d prefer tailored support, feel free to get in touch for expert advice from our team.

We also offer a range of helpful tools, templates and resources to make managing training easier. Have a look at our free templates for wellbeing survey questions, performance reviews, employee induction and professional development.

Let’s make training simple, effective and something your team will genuinely benefit from.