Former pour performer durablement: les enjeux pour une entreprise.

Investing in skills to build performance that lasts. Training for Lasting Performance: What's at Stake for the Company Professional training is often seen as a cost line or a legal obligation to fulfill. Yet, when well designed, it becomes a genuine strategic lever for lasting performance. In an environment where jobs are evolving fast and skills become outdated faster than before, companies that truly invest in training gain a real edge. Here's why — and how to turn it into a growth engine rather than a box to tick. Get ahead of skills obsolescence Technical skills are evolving at an accelerated pace, driven by digitalization, automation, and new regulations. Failing to train is a silent but very real risk: Identify the skills that are critical to the company's current and future activity Regularly map the gaps between available skills and needed skills Anticipate which jobs are being transformed or disappearing within your sector Prioritize training on the skills with the highest strategic impact A company that stays ahead of skills obsolescence reduces its dependence on external hiring and safeguards its ability to adapt. Align training with the company's strategy Too often, training plans are built independently of the company's strategic objectives. But training should never be an end in itself: Derive the skills development plan from the strategic priorities for the next 2-3 years Involve managers in identifying their teams' real needs Prioritize training that directly supports ongoing transformation projects Measure the impact of training on business indicators, not just participant satisfaction Training aligned with strategy becomes an accelerator of transformation rather than a standalone expense. Diversify learning formats The traditional model of multi-day classroom training no longer fits today's work rhythms. Lasting performance requires varied formats: Micro-learning for short, regular learning moments built into daily work Mentoring and coaching to pass on internal know-how On-the-job training, particularly effective for practical skills Digital and hybrid training, to reach more employees at a lower cost A variety of formats helps reach different types of learners and better embeds learning over time. Involve managers in the training dynamic An employee who is trained but not supported in applying their new skills quickly loses the benefits of that training. The manager plays a key role: Prepare for the training with the employee by clarifying expected outcomes Create the conditions to put new skills into practice soon after training Provide post-training follow-up to embed learning into daily work Recognize newly acquired skills in the tasks assigned Without manager involvement, even the best training remains a half-wasted investment. Measure the real impact of training on performance Without evaluation, training remains an expense that's hard to justify to leadership. To demonstrate its value: Define clear performance indicators before launching each training program (productivity, quality, error rate, customer satisfaction, etc.) Track how these indicators evolve weeks or months after the training Gather feedback from managers on the behavioral changes observed Continuously adjust the training plan based on measured results Training evaluated on concrete results strengthens its strategic legitimacy and makes it easier to secure future budgets. In summary Training for lasting performance means moving beyond a compliance mindset and into a strategic investment mindset. By working on these five levers — anticipating skills needs, strategic alignment, diverse formats, manager involvement, and impact measurement — training becomes a genuine engine of lasting performance for both the company and its employees. At HBC-RH, we support organizations on these topics every day. Here are the key points to remember to move forward with confidence. Clarify the strategic skills to prioritize for development. Rely on structured methods and suitable training formats. Measure the impact of training and adjust continuously. Need support on this topic? Our team is here to help — we'll get back to you within 24 hours.