When I set out to write The Training Physical 4 years ago it was with the simple mission that more learning professionals would keep their jobs and not get booted out the door when times got hard. Yet recently I am seeing a lot of turnover in the training manager ranks again. In some cases it is just job swapping where folks are moving to a different company, but many are just out of work.
Here is the kicker though for many of these out of work training managers. Their former employers are planning to replace them! It wasn’t a down sizing event, it was an old fashion termination. Some saw the writing on the wall and decided to resign first, and now are out competing with 10 others for a single job.
Note to readers, I realize that the average job posting gets hundreds of applicants, not just 10. What I am trying to say is that a more realistic number of actual competitors is still high even at 10 given the number of openings.
So what are these companies thinking about when they terminate this role? I recently talked with a couple of hiring managers and the consensus for both was that the previous occupant was unable to demonstrate value. There is a lot of different interpretations of value, and when that happens someone is going to feel shortchanged.
Then after talking with two of these former training managers I found out that neither operated off a simple training plan that would document activities and connect them to strategy. So we are left with managers that may very well be doing a good job, but they cannot demonstrate their productivity, only that they are very busy.
I’ve had four conversations with training managers in the past month about their desire to create a training plan. However important to their operation, none of them are motivated to get this task completed. None of them can do it alone, and yet none of them will seek funding to get help. My bet is that if they don’t pull this plan together soon, they may also be looking for work this time next year.
Unless you know for certain the value you demonstrate in your organization, you must assume that some do not support you! This means you need to start working on things that will allow you to keep your training job. If you need to understand what those activities might be, email me at Jim@JKHopkinsConsulting.com and we can set up a time to talk about it for free.