Dear Career Coach:
My company is starting to take some important projects out of mothballs--moving end-of-life Unix systems to Linux, for example--but my requests for training are falling on deaf ears. How can I get management to listen?
CAN YOU HEAR ME NOW?
Dear Hear:
Training is often the first thing to be cut and the last to be reinstated. And some employers are leery about paying for IT training and certifications for fear that staffers will take their new skills and leave.
Let your supervisor or HR manager know that training typically improves employee retention. More than 80 percent of 520 IT trainees surveyed by The Training Camp (www.trainingcamp.com) say they're committed to their current employers, according to CEO Edward F. Denzler III.
Propose only short-term training that lets you and your co-workers put your new skills into practice quickly, to advance management's priority projects. And compare online and offline courses to find the best and most affordable instruction. Once management sees a return on its investment, you'll find it easier to get the go-ahead for more training down the road. (For tips on learning Linux, see "Linux Migration: Are You Experienced?".)
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