The value of ongoing training
Fall is upon us, and as the children return to school, it is a natural reminder that learning never really ends. In business, too, training should not be treated as a one-time event. Instead, it should be a continuous journey built into the rhythm of the yearly business cycle. Unfortunately, training often fades into the background once onboarding is complete. To build a resilient and future-ready business, leaders must take a structured approach: creating a training calendar, setting clear objectives, and ensuring accountability.
When training is planned, consistent, and meaningful, the return on investment is significant. Businesses see not only improved skills but also stronger engagement, better employee retention, and a culture of innovation.
Why ongoing training matters more than ever
The obvious benefit of training is practical: employees gain knowledge that enables them to perform their roles more effectively. But the advantages extend far beyond productivity.
- Engagement and retention: Employees who feel their development is supported are more motivated and less likely to seek opportunities elsewhere. In fact, studies show ongoing training is one of the top three drivers of retention in today’s workforce.
- Corporate culture: Training fosters a sense of belonging and teamwork. When staff members learn together, they are more likely to collaborate, share ideas, and contribute to a culture of problem-solving and continuous improvement.
- Compliance and risk reduction: In convenience retail, and fuel retailing, training is also a matter of safety and legal compliance. Proper education minimizes risk and ensures businesses stay aligned with legislation.
- Adaptability: The pace of change in technology and consumer behavior is accelerating. Ongoing training ensures employees can adapt to new systems, customer expectations, and innovations like AI.
In short, companies that prioritize training don’t just run more smoothly, they future proof their operations.
Training in the convenience industry: A practical perspective
The convenience industry is a strong example of how critical training can be. Consider the following areas:
- Age-restricted products: Employees must know and follow the laws around selling tobacco, alcohol, vaping products, and lottery tickets. Mistakes in this area can result in fines, reputational damage, or even loss of license.
- Health and safety: Stores that sell fuel face unique risks. Staff need training in fuel handling, emergency response, and safety protocols. WHMIS and workplace safety rules also apply to handling cleaning products and other hazardous materials.
- Customer service in a 24-hour environment: Working late at night or in busy urban areas brings challenges. Training helps staff handle difficult situations, practice de-escalation techniques, and deliver consistent service.
Fortunately, operators don’t have to create all training from scratch. There are excellent resources available, for example:
- CICC – Convenience Industry Council of Canada: Online courses covering compliance (age-restricted products, loss prevention, WHMIS, working alone).
👉 CICC Training Courses - LinkedIn Learning: Thousands of modules on leadership, communication, and technical skills. This is a perfect way to train employees for transition into management roles.
👉 LinkedIn Learning
Fuel Safety Training: Specialized courses for businesses that sell fuel, ensuring staff meet regulatory and safety requirements.
👉 Fuel Safety Course
Building a coaching and learning culture
To make training sustainable, businesses should focus not only on content but also on culture. A train-the-trainer program can be especially effective. By designating experienced staff as peer coaches, operators can:
- Reduce the pressure on managers or owners to deliver all training themselves.
- Empower team members to take ownership of knowledge transfer.
- Foster collaboration and trust among employees.
Encouraging peer-to-peer coaching also supports microlearning which are short, frequent training sessions that fit easily into daily operations. For example, a 10-minute huddle at the start of a shift could cover a safety reminder, a customer service tip, or an update on new products.
Over time, this approach builds a coaching culture where learning is ongoing, feedback is welcome, and continuous improvement is part of everyday business.
Keeping training relevant in a changing world
Today’s workplace is evolving faster than ever. Innovations in artificial intelligence, digital transactions, and customer expectations mean yesterday’s skills may not be enough tomorrow.
That is why businesses should revisit their training plans regularly to ensure relevance.
Ask:
- Are we preparing staff to use new tools or technology effectively?
- Do employees understand how to maintain compliance in new regulatory environments?
- Are we providing leadership development opportunities for high-potential team members?
By keeping training aligned with the business needs and industry shifts, organizations not only keep employees engaged but also give themselves a competitive edge.
The bottomlLine
Training is not an expense—it’s an investment. Businesses that commit to ongoing, structured training benefit from:
- Compliance and risk management
- Increased productivity and efficiency
- Higher employee satisfaction and retention
- Stronger teamwork and culture
- Greater adaptability to change
