Insights on L&D, grants and workplace learning

When was the last time you really looked at the training your employees are taking? Are you seeing a return on your investment—or theirs? Employees spend valuable time away from their regular duties to complete training, and employers invest an average of $1,500 per employee each year. Training is an essential part of any business. It keeps employees informed, skilled, and motivated—and shows them that you value their growth. When employees feel supported, they’re more likely to stay and contribute at a higher level. But training can easily become routine—something that’s done simply because it’s required. So ask yourself: when was the last time you reviewed your training program? Does it align with company goals, departmental objectives, and employee development needs? Is it still relevant and effective, or is it outdated and uninspiring?  Continuous improvement isn’t just for operations—it applies to training too. Here are a few ways to keep your training program fresh and effective: Evaluate regularly. Review your training annually to ensure it still meets business goals and employee skill needs. Gather feedback. Ask participants what’s working and what isn’t—then actually use that feedback to improve. Measure outcomes. Look beyond attendance. Track on-the-job application, performance improvements, and ROI. Update content. Refresh outdated materials and incorporate new tools, technologies, and delivery methods. Create a culture of learning. Encourage curiosity, growth, and open discussion about development needs. Investing time in improving your training ensures it stays impactful—and keeps your team learning, growing, and performing at their best.

Training is one of the most important—but often overlooked—parts of every business. Too often, employees dread it. It’s seen as something you just have to do, rather than something valuable. Yes, some training is required, but it doesn’t have to feel like the bane of everyone’s workday. We’ve all heard the groans: “I don’t have time.” “It’s boring.” “Why do I have to waste time doing this?” I’ve even said it myself—and I actually enjoy training! So, how do we shift this mindset? How do we create a sense of motivation and purpose around training instead of dread? First, there has to be a learning culture in the workplace. When employees understand that their growth fuels the company’s growth, training becomes more meaningful. Second, leaders need to communicate the “why”—the goals and benefits of each training. When people know how it connects to their role and the business, it stops feeling like busywork. Finally, the training itself needs to be relevant and engaging. Poorly delivered content will lose learners within minutes. Training is not a waste of time. It’s an investment. The more informed and skilled employees are, the better the results for your products, your customers, and ultimately, your profit. Don’t trivialize it—leverage it.

I’m so excited to share that the Maintenance Technician Apprenticeship Program has officially been approved by the U.S. Department of Labor! This program has been a year in the making, starting with an idea from Elm Grove Companies in Hooksett, NH, born out of the growing need for skilled maintenance technicians at a time when fewer people are entering the field.  The maintenance technician role is such a unique and important profession—it requires the combined skills of a carpenter, electrician, and plumber, along with a strong customer service mindset. Unfortunately, the profession has not always been recognized as such, making it difficult to attract new applicants. This new program changes that. It blends on-the-job learning with coursework at Manchester Community College and NHTI, providing both hands-on skills and academic knowledge. Over the past year, I had the privilege of working closely with a small team of content experts at Elm Grove, with the incredible support of Apprenticeship NH and the Association of Builders and Contractors (ABC NH/VT), who are serving as the official sponsor. What makes this even more exciting is that the program isn’t just statewide—it’s now national! Other states can use the competencies and adapt the coursework to their own needs, creating a consistent, recognized pathway for this vital profession. It’s a huge boost for the industry, and I’m absolutely thrilled to have contributed. Personally, I worked on developing the competencies and skills framework as well as navigating the logistics of the approval process. It’s incredibly gratifying to see the vision of Elm Grove Companies come to life and to know that this program will help raise awareness and respect for such an essential career.