As a business leader, I understand you want to invest in your employees. You’re demonstrating your commitment to their professional and personal growth, as well as illustrating the value they contribute to your organization. You’re investing in their success and the success of your company.
YOU know this, but the key is that THEY know this and understand the connection between what they’re going to learn and how it affects THEM and the company they work for.
The task at hand is to present the training to them as the benefit it is. They can save and protect more time for the things they really want to do. They can gain more awareness and clarity about everything they need to do and how to prioritize it. They can prioritize more accurately and completely, be more proactive, achieve more and make more meaningful progress. They can anticipate feeling more accomplished and satisfied at the end of every day. And they can gain more control of their day and enjoy a LOT less stress. And who wouldn’t want to enjoy all of these benefits?
These make up the first level of benefits. What are the benefits to your company specifically? Only you can connect the dots for your people. Tell them what it would mean to their team, their department or the company if they can achieve more in less time. Tell them what more time, more accomplishment and progress means for the company. How would all of this make your company stronger and more competitive in your marketplace?
If you want your employees to learn Taskology, you have two choices. Your first option is to make the training mandatory and the second is to make the training opt-in. While a mandatory approach is fine, I encourage you to consider an opt-in approach. Once the efficiency, productivity and progress of participants dramatically and noticeably improve, the rest of the team will wonder what they missed. And when you’re ready to enroll a new round of participants in Taskology for Teams, they will be first in line to opt in.