Even as organizations demand more and more performance from their employees, the additional training provided to those workers while on the job may be lacking, or in many cases not even utilized.\n\nWhen it comes to the amount of additional education, learning and training (classes, resources, time, etc.) that organizations provide to their employees to perform their jobs better, half of organizations provide a high amount and the other half provide a low amount.In addition, three-fifths say the amount of learning that people take advantage of is low, based on global survey by NFI Research.Only 15 percent of the senior executives and managers surveyed rated the amount of additional education provided in their organization as extremely high and 10 percent rated as extremely high the amount of additional education that employees take advantage of.\u201cIf we expect our employees to continually give top-notch performance, we must be willing to give them the tools, training and time to continually better themselves,\u201d said one survey respondent. \u201cIf we do not, the best people (most motivated and talented) will leave to look for an organization that is willing to invest in them.\u201dOf course, getting the right people to the right training is crucial, otherwise an organization can end up with training only for the sake of saying it is providing training, without the accompanying benefit.\u201cTraining sometimes is too general so that it does not address the right crowd,\u201d said one survey respondent. \u201cI have 20 percent that seem to find a way to take advantage of every opportunity for education, learning and\/or training,\u201d said another respondent. \u201cThe shame is that they are only responsible for 20 percent of the output. The 80 percent who deliver day in and day out you almost have to order to go for training.\u201dWith extended workdays along with higher expectations and demands on everyone, it can be challenging, to say the least, to take time away from work to focus on additional learning.\u201cOur business is moving at the speed of light,\u201d said one manager. \u201cEven if training were available, and it is limited at best, we wouldn\u2019t be able to take advantage of it due to the deliverables and deadlines that we are all working toward.\u201dSaid another: \u201cPeople in the production end are offered many training and education opportunities. Those in support positions, such as information technology, have to fight for all the training they get.\u201dWith organizations too busy to make additional education available and employees too busy to take it, there has to be some give on both sides.\u201cNot everybody wants to do it, but extra education and training is one of the most valuable perks a company can offer its employees,\u201d said one survey respondent. \u201cIt\u2019s a win-win, since it enables the employee to grow in the job and they are garnering new expertise to use at work.\u201d\u201cMy personal strategic plan includes a commitment to lifelong learning,\u201d said another. \u201cIt is not just the employer\u2019s responsibility to train its staff. Individuals should take the initiative to constantly train themselves and learn new things. For example, setting a goal to read one book per month is a cost-effective method of self-improvement.\u201dWhile additional education in the workplace can be a short-term hardship at times, it is an investment in the future for both the individual and the business.Chuck Martin is a best-selling business book author whose latest book, SMARTS (Are We Hardwired for Success?) (AMACOM\/American Management Association), was just published. He lectures around the world and can be reached at email@example.com.