Hi Everyone,
I need suggestions from you all. My manager has asked me to send a motivational email to all the managers to conduct training sessions for the subordinates. I am in a dilemma regarding which words to choose. It would be great if you could give me some suggestions.
Thanks,
Subhashree
From India, Bengaluru
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1I need suggestions from you all. My manager has asked me to send a motivational email to all the managers to conduct training sessions for the subordinates. I am in a dilemma regarding which words to choose. It would be great if you could give me some suggestions.
Thanks,
Subhashree
From India, Bengaluru
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Please put together a draft using any words you prefer. The draft will be reviewed by some members in the forum. You cannot expect members to do your work and provide ready-made emails. By attempting to draft emails or letters on your own, you will learn better.
From India, Pune
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From India, Pune
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Requesting all the managers to conduct training sessions to the employees who are under your supervision. seniors please correct if any mistake
From India, Hyderabad
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From India, Hyderabad
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Dear Subhashree,
These types of emails are sent after discussions in the managers' meeting. If the circular to all the managers is issued without a briefing by the superior authority, there may not be uniformity in the execution of the training. This dissimilarity will create further confusion.
The following points need to be covered while issuing the circular:
a) Who will conduct the training, when they will conduct it, where they will conduct it, and how many hours should be allotted per week/month.
b) Who will decide on the lesson plans, who will maintain the training records, who will check the records, and when these will be checked.
c) Training is an investment of time and energy by the manager. Therefore, who will measure the ROI of this training, how it will be measured, when it will be measured, and what minimum ROI is expected.
d) When managers conduct the training, generally it is On-the-Job Training (OJT). What if some managers would like to conduct theoretical training? What if a manager teaches one thing, but the job requirements are different? Who will monitor this mismatch?
e) Will the training be linked to the performance of the learner? If yes, who will ensure that it will be linked, and who will monitor it? What if the performance does not improve?
Pertinent Point: You have asked for the draft of the "email." Why do you wish to send just an email and not a circular? The larger point is that training is an independent skill. Just because someone has knowledge, one does not become a trainer. Therefore, the question arises: Are the managers of your company capable of conducting the training? Have you conducted the Train The Trainer (TTT) program for the managers? What if this task is given to incapable managers? Will it demotivate the juniors, and what will be the cost of demotivation?
There are many questions associated with your post. Please take these into account before drafting the email.
For Saibaba: You have provided just a one-line draft of the email. If just a one-liner were to suffice for the communication's purpose, then perhaps the theory of administration or management science would not be required. Company administration cannot be run by sending short messages that are used in sending SMS or chat messages. Formal communication has its place and must be used where required.
Thanks,
Dinesh Divekar
From India, Bangalore
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These types of emails are sent after discussions in the managers' meeting. If the circular to all the managers is issued without a briefing by the superior authority, there may not be uniformity in the execution of the training. This dissimilarity will create further confusion.
The following points need to be covered while issuing the circular:
a) Who will conduct the training, when they will conduct it, where they will conduct it, and how many hours should be allotted per week/month.
b) Who will decide on the lesson plans, who will maintain the training records, who will check the records, and when these will be checked.
c) Training is an investment of time and energy by the manager. Therefore, who will measure the ROI of this training, how it will be measured, when it will be measured, and what minimum ROI is expected.
d) When managers conduct the training, generally it is On-the-Job Training (OJT). What if some managers would like to conduct theoretical training? What if a manager teaches one thing, but the job requirements are different? Who will monitor this mismatch?
e) Will the training be linked to the performance of the learner? If yes, who will ensure that it will be linked, and who will monitor it? What if the performance does not improve?
Pertinent Point: You have asked for the draft of the "email." Why do you wish to send just an email and not a circular? The larger point is that training is an independent skill. Just because someone has knowledge, one does not become a trainer. Therefore, the question arises: Are the managers of your company capable of conducting the training? Have you conducted the Train The Trainer (TTT) program for the managers? What if this task is given to incapable managers? Will it demotivate the juniors, and what will be the cost of demotivation?
There are many questions associated with your post. Please take these into account before drafting the email.
For Saibaba: You have provided just a one-line draft of the email. If just a one-liner were to suffice for the communication's purpose, then perhaps the theory of administration or management science would not be required. Company administration cannot be run by sending short messages that are used in sending SMS or chat messages. Formal communication has its place and must be used where required.
Thanks,
Dinesh Divekar
From India, Bangalore
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Dear Colleague,
If the intended training is to have the desired impact, there are many valid observations made by Mr. Divekar that need to be taken into account. If managers are going to conduct training, it should be ensured that they themselves are well-versed in the art of training and its methodology.
Therefore, first conduct the Train the Trainers program as rightly suggested by Mr. Divekar. In the absence of that, sending any well-drafted communication to managers will be a futile exercise.
Vinayak Nagarkar
HR Consultant
From India, Mumbai
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If the intended training is to have the desired impact, there are many valid observations made by Mr. Divekar that need to be taken into account. If managers are going to conduct training, it should be ensured that they themselves are well-versed in the art of training and its methodology.
Therefore, first conduct the Train the Trainers program as rightly suggested by Mr. Divekar. In the absence of that, sending any well-drafted communication to managers will be a futile exercise.
Vinayak Nagarkar
HR Consultant
From India, Mumbai
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Further to the valid points mentioned by Mr. Divekar, first of all, there should be a need analysis on training. Otherwise, the purpose is vitiated. Hence, it's better to have a meeting with all the HODs, understand the requirements, prepare a calendar, assess the capabilities of the in-house trainers, organize a session "Train the Trainers," reassess, and in case there is no match, then opt for external trainers and organize training.
For doing all the above activities, you need to identify a Champion who is well-versed with the learning and development activity. Without discussing and obtaining inputs from the HODs and senior team members, they do not own it. Without the support of the Department Heads, this task cannot be taken forward.
Thanks and regards,
Kamesh
From India, Hyderabad
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For doing all the above activities, you need to identify a Champion who is well-versed with the learning and development activity. Without discussing and obtaining inputs from the HODs and senior team members, they do not own it. Without the support of the Department Heads, this task cannot be taken forward.
Thanks and regards,
Kamesh
From India, Hyderabad
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