Article
February 5th, 2024 · 6 min read
Cross-training employees: How to do it right
In the past, it was common for people to work the same job or stay at the same company for many years — some even for their entire careers. But this concept of “one job for life” has quickly become a thing of the past. According to one study, 1 in 5 Americans would prefer to land in a new and different field within the next 7 years, whether due to a lack of engagement in their current industry, lack of growth prospects or desire to seek better opportunities after gaining new skills.
Given that the new norm is to explore career different paths and apply acquired skills, organizations have to enable internal career mobility to retain their best people. Cross-training in business is one way to facilitate this type of growth, while also keeping employees engaged through learning.
Let’s delve into the details of employee cross-training and learning — what it is, the benefits for companies and their employees, plus cross-training examples and tips on how to navigate its impact on your organization.
What is cross-training in the workplace?
Cross-training in the workplace involves providing employees with opportunities to learn and perform tasks that typically fall outside of their primary responsibilities.
The importance of cross-training employees
A growing number of research studies show that today’s employees are actively seeking out opportunities to learn and grow new skills. In a recent report, 46% of employees surveyed reported concerns that their current skill set will become redundant by 2024. Another study found that 70% of employees would leave their current company for a new employer that provides better access to L&D opportunities.
Amid widening employee skills gaps and talent shortages, businesses are grappling with how to find and keep the talent they need. When executed effectively, job cross-training provides both employees and businesses with significant value.
Benefits of cross-training for employees
Through cross-training, employees can gain:
- Improved productivity as they build a more expansive skill set which enables better problem-solving and critical thinking.
- Increased agility and flexibility as they gain more institutional knowledge and become better suited to handle change.
- Improved capacity for collaboration and teamwork as they learn to navigate the dynamics of different teams.
- Insight into other teams and areas of the business that might be of interest to them and gain applicable skills.
- A healthy work-life balance and prevent burnout concerns as they can confidently take time off, with the reassurance they have backup support available.
Benefits of cross-training for companies
Through cross-training employees, your company can:
- Maintain productivity since there will always be another qualified individual to fill in for a key team member if they get sick or leave the company unexpectedly.
- Lower recruitment costs as you build the talent you need from within.
- Improve business agility since employees are well-versed in multiple areas of the organization and can more easily adapt to change.
- Fuel internal mobility by utilizing existing talent within your company to upskill or reskill into various job openings.
- Foster engagement because employees feel supported by your investment in their growth and development.
Examples of cross-training in the workplace
Cross-training employees can be applied in many different ways across an organization, from frontline positions to the corporate workplace. For instance, nurses can be cross-trained to work in adjacent areas, so they can float outside of their units in case of staffing shortages, as well as disasters or other kinds of emergencies. Manufacturing workers can cross-train to have familiarity with key operations procedures, which is critical to maintaining operations on the production line.
One of the world’s largest retailers, Walmart, provides cross-training opportunities for its store associates to build skills, grow their careers and ultimately, provide better customer service. For example, an associate whose main responsibility is preparing fresh food can be cross-trained to maintain pricing within their respective department. Cross-training employees is supplemented with additional training and formal education to enable continuous development and long-term career advancement.
Practical tips for how to implement cross-training in the workplace
Here are a few actionable tips to help you get your cross-training efforts off the ground and integrate them with your existing L&D strategy.
- Make cross-training part of employee goals
Participating in cross-training should be part of a greater employee goal-setting discussion. Doing so allows for structure, and gives employees something to work towards. An example of a cross-training goal could be shadowing one new person on a different team every quarter. - Create a job rotation or shadow program
Employees likely have an interest in learning more about other teams within your organization, but they may struggle to facilitate this without support. Introducing a formal job rotation or shadow program is a simple way to encourage employees to deepen their understanding of how different teams work and explore cross-training opportunities. - Make it clear where cross-training fits within your greater L&D strategy
Cross-training is just one part of a much greater L&D strategy. An employee might be involved in cross-training, while also taking courses through your workforce education program and participating in a mentorship initiative.
Work closely with people managers to ensure they feel comfortable talking about cross-training opportunities with their direct reports. Employees should have a clear understanding of what cross-training is and how it can support their career aspirations. They should also know that they may need to supplement cross-training with other development opportunities to achieve their desired career goals. - Apply learning to on-the-job scenarios
Give employees the opportunity to put their new skills into practice through stretch projects or other types of work that don’t directly fall within their existing job responsibilities. - Supplement cross-training with education
Encourage employees to supplement their learning with education. This will allow them to expand upon the skills they’re building through training and can help them make more impactful career moves.
Cross-training employees: Giving internal mobility a way forward
Cross-training is an integral part of your L&D toolkit that makes for a more engaged and productive workforce. Workers gain versatility by broadening their skill sets, enabling them to take on new responsibilities and move to new or advanced roles within the business. At the same time, you’re building an internal pipeline full of qualified talent. It’s a win-win.
Keep reading: By itself, training is not always effective at delivering business outcomes such as employee retention. Discover how you can complement your training efforts with employee education to fuel engagement and retention.
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