Should I be paid more for training new employees? Although it may not seem like it, every company has a training period for new employees.
Training new employees can be costly and time-consuming. But it’s necessary to ensure that they can do their jobs effectively.
Should I Be Paid More For Training New Employees – 10 Scenarios
Here are some things to consider if you should be paid more for training new employees.
1. Amount Of Time Training Takes:
You should consider how much time you are spending training the new employee.
If it’s a considerable amount of time, you may have a case asking for more money.
For instance, if you are spending a few hours training someone every day. Likely, you cannot do your job as effectively.
Thus, you may want to ask for more money. Your employer may be willing to give you a raise. But that is if they see you dedicate a lot of time to training new employees.
2. Your Previous Salary:
Your previous salary is another important factor to consider. For example, were you making a similar salary at your last job?
If you were, then you may not have a case for asking for a raise. But if you make significantly less money, you may want to ask for more money.
For instance, if you were making $40,000 at your last job. If you’re now making $50,000, you may not have a case asking for more money.
But if you were making $30,000 at your last job and now making $50,000, you may want to ask for more money.
Because it has additional roles now: training new employees. You could use your experience and success to negotiate a higher salary.
3. Risk Of Injury:
Another thing to consider is the risk of injury. Does your new job come with a higher risk of injury?
If so, you may want to ask for more money. Because you’re taking on additional risk by accepting the position.
For instance, you’re a carpenter. And you’re offered a job that requires you to work on scaffolding. You may want to ask for more money because there’s a higher risk of injury.
Also, you may be more likely to get injured while training new employees. So, you may want to ask for more money to account for this additional risk.
4. Company Size:
The size of the company can also play a role in how much money you should get paid.
If you’re training employees for a small company, they may not have the resources to pay you.
But a larger company may have more money to pay you for your services.
Their budget may also be larger, so they can afford to pay you more.
A company going through a growth phase may want to pay you more to attract and retain good employees.
Thus, the company size is another important factor.
5. Number of Employees:
If you’re training a large group of employees, it may take more time and effort.
As a result, you may want to ask for more money to compensate for the extra effort.
On the other hand, if you’re only training a few employees, you may not need as much money.
This is because the task may not be as time-consuming.
Only you can decide how much time and effort the task requires. Some other factors to consider include:
6. The Quality Of The Training:
If you’re providing high-quality training, you may be able to ask for more pay.
This is because your training will be more valuable to the company. You can show the value of your training by providing statistics or feedback from past trainees.
For instance, you could say that:
“70% of employees who receive my training get promoted within six months.”
7. The Importance Of The Training:
You may get more pay if the training is essential for the employees’ success.
For example, you’re training customer service representatives. Their performance will have a direct impact on the company’s bottom line.
Therefore, your training will be more valuable to the company. Also, if the training is necessary for certification, they shouldn’t be saying any to raise your pay.
8. The Duration Of The Training:
The longer the training, the more you can ask for better pay. For example, a one-day training may cost $500 while a two-day training may cost $1,000.
So, if you’re training employees for a week, you can get more wage than if you were training them for a day.
Also, if you’re providing ongoing training, you can get more pay than if the training is a one-time event.
9. The Type Of Training:
The type of training you’re providing will also affect your pay. For example, you’re providing computer training.
You can charge more than if you’re providing customer service training.
When you’re determining your pay, be sure to consider the type of training you’re providing.
Some types of training may be in higher demand than others. If you’re providing high-demand training, that’s another reason to ask for more pay.
10. Your Experience:
Are you a new trainer or an experienced one? Have you been training for years, or are you just getting started?
The more experience you have, you can ask for more money. And while experience is important, it’s not the only factor affecting your pay.
Experienced trainers may get away with charging more than new trainers. But if you’re new to the field, that doesn’t mean you can’t get paid well. There are other factors that will affect how much you get paid.
So these are the main factors that will affect how much you get paid for training new employees.
How To Train New Employees?
There are different ways to train new employees. Some companies have their training programs.
While others send their employees to outside training courses. Here are some tips for training new employees:
1. Well-designed Training Program:
The first step to training new employees is to have a well-designed training program. It includes:
– Outlining the goals and objectives of the training
– Deciding the methods of training
– Creating the training materials
– Planning the schedule
The presenters should be knowledgeable and experienced. And the training program should be interesting and interactive.
The training program should get tailored to the needs of the company and the employees.
The program should get updated regularly to keep up with the changes in the industry.
2. Train The Trainers:
It is important to train the trainers before they start training the new employees. They should be familiar with the materials and the methods.
They should also be able to answer any new employees’ questions.
Also, the trainers should be able to give feedback to the new employees.
Some companies have a policy of not paying the trainers. However, this is not fair. The trainers should be paid for their time and effort.
Also, the trainers should get some incentives. For instance, they can get a bonus if the new employees perform well.
Or they can get a raise if they train the new employees successfully.
3. On-The-Job Training:
On-the-job training is a hands-on method of training new employees. They learn by doing the job under the supervision of an experienced employee.
This method is suitable for complex jobs. Online classrooms or e-learning can supplement on-the-job training.
However, on-the-job training can be expensive and time-consuming. It can also be disruptive to the workflow.
When done properly, on-the-job training can be an effective way to train new employees.
Hands-on training is the most effective method for training new employees.
4. Evaluate The Training:
It is important to evaluate the training program to ensure it is effective. There are several ways to do this.
You can measure the performance of the new employees before and after the training.
You can also ask the employees themselves how they feel about the training.
Finally, you can ask managers and supervisors for their feedback on the new employees’ performance.
Some factors to consider when evaluating the training program include:
– How well did the new employees perform before the training?
– How well do they perform after the training?
– What do the employees think of the training?
– What do the managers and supervisors think of the new employees’ performance?
– How much did their performance improve?
You need to show that the training program is effective. Then you may be able to justify getting paid more for conducting it.
5. Consider The Cost:
On-the-job training can be expensive. You have to pay the salary of the employee getting trained, as well as the salary of the supervisor.
You also have to factor in the cost of materials and equipment. If you are using online or e-learning methods, there may be a subscription fee.
You need to ensure that the training cost is worth it. Is the company saving money in the long run? Are there other benefits, such as improved morale?
Should I be paid more for training new employees? It depends.
You need to factor in the time commitment. Also, the cost of the training and the benefits to the company.
Ultimately, it is up to your employer to decide if you deserve a raise. If you have concerns, talk to your boss.
They may be able to offer you a raise or explain why they can’t at this time.
Last Updated on 11 months by Shahzaib Arshad
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