Here are some of the most common objections and possible solutions to upselling your boss on adding a content library to your training mix.
Objection: “We can't afford it.”
If you need to start training your team right away, you can’t afford to delay. Every week that passes without your team changing their behavior or improving their skills compounds the challenges you are experiencing. Similarly, if you need to upskill or reskill your team to improve their performance or close knowledge gaps, not investing in available training, even as a short-term solution while your own custom courses are under construction, is compounding the problems you want training to solve.
Consider the potential ROI of investing in employee training and development, such as increased productivity and improved job performance.
Objection: “You don’t have topic ‘X’.”
There are hundreds of course providers, ranging in size and sector-specific topics. We recommend working with a trusted partner to find the right courses for your needs. If you can’t find the right course, the next step may be custom course creation if you or others in your organization have subject matter expertise.
Objection: “We don't need that many courses.”
You likely won’t need every single course offered by the library, but having access to a wide range of topics and options will allow us to better meet the individual training needs of our employees. Most, but not all, content libraries have plans that allow you to select only the courses that you need.
Objection: “Our employees won't use it.”
Studies indicate that employees want to learn, and one of the most common reasons people change jobs is because they feel that they don’t have access to the types of training they need or want to take.
According to LinkedIn Learning’s 2019 Workplace Learning Report, 94% of employees would stay longer at a company that invested in their development – and three-quarters of employees want to learn at work.
Soft-skills training dominates employee wish lists with the following topping the list of desired subjects employees want:
- Leadership and management courses: 57%
- Creative problem-solving: 42%
- Communication skills: 40%
These topics are ideal subjects for a course library, as the content is generic and can be supported by future custom courses for specific organizational needs.
Employees love recognition from their managers. Here are the demographics of learners who would spend more time learning (and improving their performance, by default) if their learning was recognized by management.
- Gen Z – under 22 years: 44%
- Millennials – ages 22 to 37: 36%
- Gen X – ages 38 to 53 years: 28%
- Baby Boomers – ages 54 to 72: 21%
There are ways to encourage engagement and participation. For example:
- Set goals for completion rates and offer incentives or recognition for employees who complete a certain number of courses
- Survey employees to get a better understanding of their training needs and interests and use that information to select courses that are more relevant to them
- Offer training and support to help employees navigate the library and get the most out of it.
Let us help you!
Is your boss’ objection not listed above? Let us know the roadblocks in your path, and we'll help you form a winning strategy to clear your hurdles.