Time & Attendance
By Staff Report
Jun. 19, 2013
Dear Don’t Want Hurt Feelings:
Your question echoes a familiar theme, but with an interesting and particularly useful twist: focusing on how cross-training affects the engagement of those sharing their established skills, rather than only on those acquiring new skills.
Cross-training is a constructive activity that we encourage you to pursue, in spite of your concern. In addition to the undeniable benefit of helping people acquire new skills, cross-training produces a host of other dividends for workers and employers alike, not to mention customers.
A crucial first step is to think of cross-training as “skill sharing,” and to talk about it in those terms. Be careful about entirely replacing the more traditional term with what might be seen suspiciously as jargon or “code speak.” Be clear with everyone that cross-training really is the process of sharing skills and abilities across a greater span in the organization.
Next, if this endeavor is to be successful, the sharing has to be multi-directional. For the sake of discussion, suppose we have two groups, A and B. Group A is being asked to cross-train Group B, and that’s the extent of it. As your question recognizes, Group A will naturally begin to ask if this is a reflection on their performance, and also will wonder what’s in it for them if they give up something that distinguishes them in the workplace.
It may seem blindingly obvious, but if cross-training indeed is not a reflection on people’s performance, then say so out loud and for all to hear. Make your communication clear, early and transparent to avert misunderstanding.
But the very heart of this issue is to eliminate the “us vs. them” aspect of cross-training. Do this by making sure everyone gains something in the exchange of skills and knowledge. Design the process so that the members of both Groups A and Group B acquire new skills and increase their value in the organization. Then, communicate precisely how all employees benefit by focusing on the following:
Finally, remember that a person’s natural talent in one area doesn’t guarantee a similar knack for everything else. Just as you hire for job fit, cross-train with an eye to that as well. Don’t force it.
SOURCE: Richard Hadden and Bill Catlette, Contented Cows
The information contained in this article is intended to provide useful information on the topic covered, but should not be construed as legal advice or a legal opinion. Also remember that state laws may differ from the federal law.
Schedule, engage, and pay your staff in one system with Workforce.com.
ComplianceMinimum Wage by State (2023)
federal law, minimum wage, pay rates, state law, wage law compliance
Staffing Management4 proven steps for tackling employee absenteeism
absence management, Employee scheduling software, predictive scheduling, shift bid, shift swapping
Time and Attendance8 proven ways to reduce overtime & labor costs (2023)
labor costs, overtime, scheduling, time tracking, work hours