[Welcome to our guest blogger Cal Evans]
It’s great that you understand that training your developers is important. Many managers get that and start down the road with the goal of increasing knowledge and productivity.
However, some programs are more successful than others. If your program isn’t as successful as you might like, consider these three problems that managers often run into when developing and executing a developer training program.
3. Not including everyone
Your training should include all your developers. Training is not a perk to be handed out to senior developers or those who have done something extraordinary. Training is important for every developer. Don’t play favorites with your training, send every developer you can, as often as you can.
2. Irrelevant topics
These days, all employees are being bombarded by mandatory training in areas that someone felt was important but may not have a direct, positive impact on their ability to do their job. Make sure that in addition to the mandatory training, that each of your developers qualify for job/career relevant training at least once a year.
1. Not training regularly
The biggest problem managers run into when training their developers is that the training becomes a one-off, as-needed, or worse yet, as-the-developer-asks. Your training needs to be regular and ongoing. This means that you need to budget for big training each and every year. Additionally, you need to budget for conferences. Finally, you need to plan for a lunch-and-learn program. The backbone of a solid training program is a monthly or every-other-week lunch-and-learn program.
If you can avoid these three problems, you can build a solid training program for your developers. If you aren’t sure where to start, contact Zend training and let them help you design a plan to get your developer team up to current on programming techniques and best practices.