Training and education over the years has been a key element in the development of the human being. From its beginnings, societies, governments and systems promote and to a certain extent require people to study, train and train during the first years of their lives.
The resources invested for this purpose are high and prolonged, causing family nuclei to prioritize the education of their children rather than improve their standard of living.
We dedicate time, money to our children to the point that, without these resources, we resort to long-term loans to train our children. In some cases, we use additional outside staff to provide that extra time they need to educate themselves.
But why? o Why do we do this?
It will be so that they can face the challenges of the globalized world, so that they are better than we are, so that they do not depend on anyone and constantly improve their standard of living and in some cases, so that they have sufficient income and guarantee us a retirement. worthy at the time that we stop being productive.
We probably do this and we are convinced that it is for the best and few dare to prove otherwise.
But why don't we do this with our companies?
Unfortunately, we do not do the same with our companies. We do not invest resources in their continuous training, we do not dedicate time to form them ourselves, we do not give the same importance to the education of our company; However, we demand that they bear ambitious fruits, unattainable goals, first-world operating efficiency and three or four times more profitability than the country's growth.
We get frustrated when our companies do not meet the objectives that we set ourselves at the beginning of the year to the point of settling for the poor results that the annual financial statement shows us. We transfer that responsibility to our poor economy in the country, we look for culprits and we find them in the ungrateful collaborators, the demanding clients, the high financial positions of the banks, the prices and short terms of our suppliers and the monopolistic competition that has as its only objective destroy us.
Seeing that our children, or even ourselves, do not have opportunities to grow or our options have been reduced, we invest in their education, but seeing that our companies are decreasing, we begin to reduce costs.
Some invest in education for children or oneself to expand borders, but in companies, we are blinded to see the potential, we do not break borders and we settle for little.
If our companies spoke they would say to us " foolish, you want me to grow but you don't give me the skills to do it, you want me to succeed but you don't give me the tools, you want me to be efficient but you don't spend time teaching me how to do it well, you treat me like a that peon who starts the day at dawn, whipped by the whip of competition and ignorance, who does his best to be better but does not know why you have never taught me. ”
How we hope that our workers meet their objectives and propose impressive results if we do not give them the knowledge. How do we hope that they guarantee the growth of the company if we do sporadic training activities, without specific goals, clear objectives and for short periods of time.
One of the most common justifications is staff turnover, "if I train it, it goes away" and it may be true, but in what percentage? How often? Have we taken the time to measure the results? How true is this? How many times has the same thing happened to us? Do we have evidence of this or pure perception?
It will not be that:
… Our collaborators leave because of the treatment we give them
… We give them a lot of responsibility but with little authority
… We assign them simple tasks when they have the ability to lead departments
… We put them in high positions without them having the necessary competencies
… They don't know how to do their job because we haven't taught them
Which reminds me of a thought that quotes “ The only thing that interferes with my learning is my education. " Albert Einstein
For the above, it is necessary to know the examples of successful companies, it is necessary to know or estimate, what percentage of their sales invest in training and even training and there we will see the key to their success. There is a lot of literature on the matter and it is necessary to research and document to solve this situation.
