Offer Automatic Promotions After Certain
In fact, professionals in any profession know it is important to get continuing education whenever possible. However, what can employers do to make sure that their people are getting the ITIL training that they need to get ahead in the company?
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1) Offer Training Courses On Employer Grounds
ITIL training courses are offered all around the country. In reality, the economy has made it harder for people to drive across the state or the country to take a training class. This is especially true for young employees who may have young families to support with their paycheck.
2) Offer Online Classes That Employees Can Take While At Work
Employees love to spend their time at work online. Make sure that they are doing something productive by offering online classes that can be completed at anytime. While the goal is for employees to complete these courses during downtime at work, it may not be a bad thing to offer longer breaks or lunch periods to allow them to take these courses.
3) Offer Bonuses To Employees Who Take Classes On Their Own Time
You could offer a bonus of $100 to any employee who takes a course without being asked or told to take it. If you have a lot of employees, you could limit that bonus to the first five people per week or 10 people per month to meet the challenge. To get the bonus, the worker must prove that he or she has completed the course by offering a certificate or some other acknowledgment from the course provider that it was completed.
4) Offer Automatic Promotions After Certain Hours Goals Have Been Met
This is an incentive that is sure to get employees scrambling to get in as many training hours as possible. Although you can't promote everyone to supervisor, you could offer anyone who meets an hours goal the opportunity to become a gold level IT employee who can handle training or has seniority over others in the department.
5) Drop Employees Who Don't Accumulate Enough Training Hours
Alternatively, you could threaten to drop employees who don't get enough training hours. This would likely be most effective with younger crews who should be getting training in whenever possible. It could also be used as a tiebreaker in the event that you have more qualified employees than spots for them to fill within the company. As long as you specify this as a requirement to work for the company ahead of time, there should be no legal consequences for your company to deal with.
