It is no secret
that, for many organizations, training is one of the first and easiest cuts to
make when money is tight. The need for
training doesn't go away, just the budget.
Tough economic times cause companies to reduce headcount, reorganize,
merge, outsource, retool, add products, chase new markets, and act in many
other creative ways. Each of these
actions creates a transition such as an employee taking on a new role, a team
introducing a new process or a new technology, or a partnership requiring a
reset on "how we do things around here."
In each of these
transitions, there are people who "know" and people who "need to know." With formal training dollars slashed, the
only way this training will happen is on the job. Experienced people will be called on to teach
what they know to their less experienced colleagues. They'll have to break their knowledge down
into manageable chunks, teach with deference to learning styles, test to ensure
that they have been heard, and then give feedback on the resulting work--all
while carrying a regular workload.
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