Six Sigma: Should Small Companies Support Training?

In every industry, the goal is to ensure error-free delivery of a product all the time. With Six Sigma training, businesses can run more effectively while improving the quality of their product. If you are the employer, does it make sense to invest in continuous learning for your trusted employees?

What is Six Sigma training?

Six Sigma is a method that uses data to make sense of a problem before taking calculated action to correct it. This method turns employees into quality improvement experts. From problem-solving to streamlining complex processes, the training equips them with knowledge and tools to solve problems by reducing defects.

Often combined with Lean certification training to improve performance and eliminate waste, Six Sigma relies heavily on data analysis and statistical measurement. However, what makes it work is the people who practice it.

Should companies pay for employees’ training?

Aside from improving employee performance and practices, businesses will benefit from reduced waste and fewer errors. This can mean an increase in revenue and brand recognition. This can also result in employee productivity and growth when businesses move forward.

Is your company ready for it?

Committing to Lean Six Sigma training and methodologies will not be easy. Before you dive into training, though, there are a few things to consider. The following helps you review your business landscape. These can determine if your small business is ready for Six Sigma quality.

Management Team Support

Small businesses are at an advantage here. It is easier to talk to management teams in small companies, and, therefore, it is easier to come to agreements. It is also easier to find support when there are fewer politics involved. Some from this team may also qualify to train for a Lean Six Sigma Black Belt.

Setting Expectations

For Lean Six Sigma processes to work, your organization must be ready for change. The change can be with the processes or management styles, so an entire business culture can change. Before implementing a new strategy, every member from every level of the organization should know what to expect. The whole workforce must be educated to understand and accept the benefits and goals of the company.

Education and Training

Education and training are harder for small companies. Costs are at a standard, and there will be smaller batches to train compared to bigger companies that pay the same to train more people. Also, time away from the workplace is lost revenue and production. Return on investment may not be as quick as you’d like.

Commitment to the Transition

You must be open to the time dedicated to transition and improvement. During this time, there will be a slowing down in production. This is what any organization can expect during the transition process. However, this is all for better productivity and fewer errors moving forward.

Compensation for Growth

Linking compensation to growth is easier in a small company. If you are ready to give performance appraisals for accomplishments and successes, the training is for you. Also, when all systems work properly, professional advancement is achieved easily within the organization, like for those who achieved a six sigma green belt certification. This allows for better employee retention and saves the company money from training new people.

The Bottomline

If your company, at all levels, can share goals and work together, only then can training be effective. Investing in continuous learning can assure you that your organization is run by professionals whose primary focus is quality. This guarantees an increase in productivity, which will increase revenue.