<ol><li>You get a smarter, more productive workforce. An educated workforce is an empowered workforce. As your company processes mature, your employees need to match the skill sets in order to grow along with the company.</li><li>You get improved employee satisfaction and retention. Hiring new talent is more expensive than paying for employee training. Moreover, when you lose an employee you also lose institutional knowledge.</li><li>You attract a higher-quality talent pool. The trend nowadays includes blended learning and working. For some, their field of choice experience is valued more highly than pure education.</li></ol>

The Benefits of Funding Employee Training

It is believed that providing product management training will benefit many different functions within a SaaS organization.They will be able to hone the following key areas:<ul><li>Communication</li><li>Prioritization</li><li>Team leadership</li><li>Cross-functional collaboration</li><li>Stakeholder management</li><li>User research</li><li>Discovery; and </li><li>Project planning</li></ul>Product Management sits at the intersection of business, design, marketing, and technology. Basically, you will be training employees to be able to work in a multitude of functions.

Investing in Product Management Training

This article underscores the importance of having an educated workforce. 

If you're considering empowering your employees through education and training, look no further than Product Management training!

Stashed ideas

Investing in Employee Training: The Value of An Educated Workforce

Over the next few years some jobs will ‘disappear’, but most are likely to be redesigned thanks to advances in artificial intelligence and the rapid changes in technology.By developing your transferable skills and attributes further, you will be in a prime position to take charge and transit with ease to the next natural place.

The Future of Work

<ul>
<li>Adjusting and responding quickly to your new circumstances and environment.</li>
<li> Nurture your curiosity, dig deeper and re-evaluate previous opinions. Curiosity and learning enrich your mind to accept change and embrace the future.</li>
<li>Initiative. It will assist you to be more problem-solving-oriented.</li>
<li>Self-awareness. It incorporates your emotional intelligence, your ability to take on feedback and helps you to build self-confidence.</li>
<li>Communication skills. An effective communicator can lead, influence, negotiate, sell, manage, and do much more.</li>
</ul>

Key Skills You Need To Make a Career Pivot

With jobs set to disappear, here’s the 5 key skills you need to make a career pivot - CEOWORLD magazine

When it comes to automation, the value proposition seems clear cut: it strengthens operations, slashes overhead costs, and supports bottom-line growth. There is, of course, a wrinkle: people fear change.
While many businesses are eager to automate as many processes as possible, a portion of Small And Midsize Businesses either lack the resources or the will to streamline simple tasks. Sometimes, there's even outright resistance—employees fear replacement, leaders fret over inflexible workflows, or traditionalists dread the drumbeat of new technology conquering their way of work.

Automation resistance

It's critical that processes are crafted, first and foremost, for humans. Change management should begin immediately when creating a new process; failing to plan all but guarantees resistance. This requires a deep and extensive understanding of where employees are. This may not be where you want them.
Tech-friendly workers are often out of touch with other employees. What might be second nature to you or me—using keyboard shortcuts, setting up inbox rules, or even enabling night mode—simply doesn't cross the minds of workers who are focused on completing the task they are paid to complete.

Meet stakeholders where they are, not where you want them to be

Professionals are overloaded with inputs. Emails, phone calls, incessant Slack pings—the fact is, most employees won't pay much attention to a process until it's forced upon them.
To get through effectively, you need to over-communicate. Then, you need to simplify your message. 
Zealous and clear messaging guarantees a baseline understanding of how new automations will help.

Communicate constantly, effectively, and annoyingly

As an internal champion of automation, you need allies. Across teams and departments, you'll find early adopters and advocates who eagerly embrace change. These employees will help you with a smooth transition.
Connecting with these influencers early in the automation process is crucial. Get their earnest feedback, highlight their contributions internally, and probe them on how effective a proposed change might actually be in the real world.

Secure buy-in from key influencers

Even though some of the backend steps won't ever be visible to end-users, it's still a good practice to keep your automations straightforward. 
After all, it's possible you'll need to train someone on maintaining these processes in the future, and intricate flows are more likely to break. Excessive complexity will only lead to more growing pains.

Don't overcomplicate things

It's easy to get lost in the excitement of building something new; to fixate on outcomes over impact; to lose sight of the humans that ultimately drive your company's culture and operations.
Change is never easy, so put yourself in the shoes of the people most affected by the changes you're making.

Empathize

How to overcome resistance to automation

Organizations have implemented changes that once felt impossibly far off:<ul><li>Working from home: While the pandemic upended many jobs that could be done only in person, managers learned that many other roles could be done very effectively from home.</li><li>Teaching online: Schools shifted very quickly from in-person to remote or hybrid learning. </li><li>Remote health care: Doctors pivoted quickly to remote appointments. As is usual for many innovations, those who were already doing some work virtually, such as psychologists, made the transition more easily than those who had never done so. </li></ul>

The pandemic unleashed unprecedented levels of change

Although managers in the past year and a half opened up to the idea of having people work from home, many still harbor doubts about its effectiveness.Some jobs can be done just as productively at home — such as coding or writing. Highly motivated workers are more likely to thrive outside of a supervisor’s direct vision than others. Jobs measured by output rather than input are more amenable to remote work. Other jobs will require more thought about where they can be done and why they are designed the way they are.

The productivity of remote workers

Unfortunately, many HR organizations thrive on standardization. The concern is that special treatment, such as offering benefits that differ from what’s offered to others in the same role, can open the door to favoritism and bias, neither of which is acceptable.However, companies have always made exceptions in special circumstances. What’s new is that now organizations need to recognize the need to give everyone special treatment, within boundaries.The one-size-fits-all approach also fostered a culture of hiding. People would take the flexibility they needed and hope they didn’t get caught. At best, the hiding was stressful. At worst, it could encourage a culture of dishonesty or disrespect.

Should the same rules apply to everybody?

To access top technical talent, companies opened offices near universities or in cities known for their high-tech cultures (and often their high costs of living). Others located in areas focused on their industries, such as fashion in New York or finance in London.The past year has begun to call that assumption into question. Engineers from high-cost, high-density locations like San Francisco and Seattle found that they could work very effectively from other cities and even small towns, and many do not want to return. Companies found that they can access talent well beyond their commuting zones if they are willing to allow remote work.

The need to locate where the talent is

It was common well before the pandemic. Employees did their day jobs and then worked other jobs part-time to earn extra money or pursue their passions.With staff members in the office and using company computers, it was reasonable to assume that work happening onsite was mostly related to the company. When employees work remotely, the challenge becomes more complex. The point is not to mistrust employees. Rather than installing Big Brother-like monitoring, it is far better to design jobs to make productivity more transparent and then ensure that employees find the work meaningful.

The concept of a side gig

It is essential to balance the preferences of employees with the needs of the company. You are paying people to work, and you need to ensure that investment pays off. However, recent years have shown workers that they do not need to follow work rules that were established before the internet. The most talented and productive people have more flexibility in whom they want to work for and are thus more demanding about the conditions they want to work under. People in all occupations are questioning whether to accept work conditions that feel unnecessarily stressful.

How employees work

The post-pandemic era requires a leadership mindset change about jobs and managerial expectations.

Rethinking Assumptions About How Employees Work

Compensation is still a driving force for employee resignations and employes can use it to improve the odds of attracting and retaining employees.

Money matters

Employee development can be a powerful differentiator for employees that have options in the job market, moreover, it has a radical impact with retention. 
Employees can compare and contract companies' professional development offerings and ensure the leadership development, personal wellness, and professional skills training offers that are in line with their career goals and aspirations.

Employee development

The role of the managers has always been important for the efficiency and success of any organization and it has become much more critical and complicated due to the rise of remote and hybrid work environments.
Moving forward, managers now have to become motivators that set standards to encourage people to deliver goals. Their skill sets must be radically re-thought and re-developed.

Skilled managers

Combo culture is what we call an organizations culture that is a mix of in-person and remote independent work interactions.
Leaders and managers will have to redefine their cultures to bring out the best performances and contributions. Hybrid work results a massive gain in productivity due to the power of independent time to get things done that works best for each employee.

Combo culture

Workers today have the opportunity to create, generate, and fulfill their aspirations to be successful in their endeavors. As leaders, we must help our employees to achieve their goals. 
In order to make that route easier, our organization must build a culture that empowers our employees to create and innovate to create new levels of productivity and unleash the inner genius in all of us.

Investing in Employee Training: The Value of An Educated Workforce

With jobs set to disappear, here’s the 5 key skills you need to make a career pivot - CEOWORLD magazine

How to overcome resistance to automation

Rethinking Assumptions About How Employees Work

How to Survive and Thrive During Today's Workforce Revolution

It's time to

READ

LIKE

A PRO!