Your MSP business isn’t out of difficult times just because a regular baseline level of operations is consistently reached. Economic and political upheaval combined with employee error, natural disaster, client exploitation, and cybercriminal incursion will keep your MSP continuously on its toes, even into lucrative corporate success. Accordingly, it should be your goal to diminish operational expense wherever and however you can. A great way to do that is to maximize your employees. Your staffs are going to be some of the most expensive portions of your business. They’re also going to be some of the most important assets you have. For this reason, most companies are now opting for apprenticeship training providers like those at Encompass with the necessary skill sets required for training apprentices for various job specifications. Imagine an employee qualified to do the job of two in half the time and for half the cost. This is what becomes possible when employee apprenticeships are brought to the table. Imagine an employee qualified to do the job of two in half the time and for half the cost. This is what becomes possible when employee apprenticeships are brought to the table.
You don’t just want apprenticeships available for special employees who show promise in multiple operational areas. It makes sense to continuously cross-train your workers as it becomes possible to do so. Downtime will come, business will lag, and there will be seasons when having the team train for a bit just makes sense. Figure out your best balance and put it into play. With such a strategy in mind, here are considerable advantages of having an apprenticeship program for successful operation at your MSP:
- Expansion in competitiveness and productivity
- Keeping staff and expanding their skill sets
- Training costs are reduced
Expansion in Competitiveness and Productivity
An MSP business with an apprenticeship program in place can acquire the skill of a classically educated individual but in a more practical sense. Collegiate graduates feel their pedigree indicates their quality of candidacy. They don’t realize practical applications of that which they have learned may require things they didn’t consider. Attitude is everything and you may find that bringing bright young employees along apprenticeship trials produces a more competent, properly considerate employee than hiring based on pedigree.
When you’ve got a bunch of employees that have been cross-trained and have expanded their skill sets while retaining the proper attitude and becoming properly productive, you’ve got a competitive edge. Think of it as the difference between Jackie Chan and a Hollywood stuntman.
Yeah, the classically-trained stuntman can do some neat things for your production, but Jackie Chan is a muscle with a head. He’s passionate about his lifestyle and it has given him some substantial flexibility in many ways. In this analogy, Jackie Chan is your internally trained apprentice. The stuntman works on multiple films and he’s good. However, he’s not as good, or in the same way, he’s the graduate. Apprentices, successfully educated, increase your business’s productivity and competitiveness over collegiate solutions in many cases.
Keeping Staff and Expanding Their Skill Sets
Consider this: if you are brought on as a secretary. Show some organizational aptitude that gets you drafted into an apprenticeship and double your yearly salary within two years’ time; you are generally going to be loyal. Basically, such an employee just skipped a collegiate course and the subsequent job hunt to land a lucrative position with a successful company. Naturally, this helps them to stick around because they want to. The longer they stick around, the better their skills become; it’s an upward spiral. So, apprentice your bright workers and keep teaching them- it’s a win-win!
Training Costs are Reduced
If instead of training internal employees for multiple responsibilities, you hire a new employee when there’s a need, you’re going to waste tens of thousands of dollars. You’ve got to choose a candidate, you’ve got to educate them, they must be brought on the payroll, and there’s a chance they’ll quit, so you may have to hire several. With an apprenticeship, you pull an internal employee into the field and they can even help out. At worst, their mentor’s productivity is metered for a while until the apprentice catches up.
An MSP business with an employee apprenticeship program will cut costs, expand retention, enliven competitiveness, and boost productivity. Going the apprentice route makes a lot of sense.