Cross-training is an important practice that can benefit both employees and organizations. Employees benefit from getting to work on new projects, expanding their skillsets and possibly preparing for a leadership role. Organizations benefit by ensuring coverage of key roles and maintaining flexibility across teams.

Charles Ginn, a managing director, organizational development with Insperity, says cross-training requires thoughtfulness to be carried out well. The process takes time to develop and implement, but it can help ensure business continuity 

In this issue of PromoPro Daily, we cover some of the questions that Ginn recommends asking when it comes to implementing cross-training. Read on for some insight into how to cross-train the right way.

  1. Are your cross-training processes clearly defined? Cross-training needs to be consistent, planned and organized, Ginn says. Establish what makes the role successful and what’s expected in the role. You should also ask employees to outline their process and make adjustments. Like any new process, he says things usually work better after a few iterations.

  2. Can you communicate the goals and the risks involved? Employees should know the purpose of your cross-training efforts. Explain how they’ll benefit, from personal career development to potential for advancement as your promo company grows. Beyond that, Ginn recommends talking about how the experience and training will help the organization. Help people see the bigger picture.

  3. Which employees will be cross-trained? Most businesses hire people they can develop into multiple roles. It’s important, though, to consider employees’ personalities, preferences and motivations. Ginn says a new duty may be in their wheelhouse – or maybe not. Choosing employees to cross-train is as much an art as it is a science.

  4. Does the role make sense for cross-training? It may not be advisable to cross-train in some areas, Ginn says. For example, in businesses where the work is highly specialized or involves compliance-oriented jobs, like a human resources specialist handling employee relations issues. You run the risk of less-skilled employees trying to tackle complex issues. Instead, he recommends supplementing cross-training with advanced coursework or certifications as needed.

Cross-training isn’t simply about teaching employees new skills and covering all the bases. When done right, it can help your entire organization thrive.   

Compiled by Audrey Sellers
Source: Charles Ginn is a managing director, organizational development with Insperity. He has more than 25 years of professional management experience.