The ROI for NOT Training


CFO to CEOEveryone has read the above conversation between a hypothetical CFO and CEO, and seen the obvious reason for investing in staff skill building.   But every once in awhile, I get to watch an organization that chose to save the training dollar and suffer the consequences.

Too many executives want cheap training, and don’t focus on results.  They are unaffected by their HR and Training leadership when they beg for more accountability in the learning process.  That is until the problems start hitting the fan.

Imagine your management team doesn’t understand these laws & policies:

  • The Americans with Disabilities Act
  • The Equal Employment Opportunity Act
  • Diversity in the Workplace
  • Harassment Free Work Environment

Now imagine that you hire a sharp senior manager to come to work for you and in less than 6 months your employees manage to obliterate these laws and ignore these policies all with the same senior manager.  You add fuel to the fire by forcing this senior manager’s resignation because you are tired of dealing with their complaints.

√  Enter a full blown EEOC investigation and Lawsuit for personal injuries.

I’m laughing myself silly.  The management team is so full of themselves that they operate in full view anyway they want to, with a complacent and incompetent HR Director allowing their behaviors to go unaddressed for at least the past 5 years.

So our hypothetical CEO is about the get their question answered.  “What happens if we don’t and they stay?”

Cha Ching!

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