Software engineers, architects, programmers and project managers are often left to their own devices when it comes to training. If they’re interested in learning new programming languages or updating certifications, the work often gets done on their own time. But according to Edmond Freiermuth, a Los Angeles-based management consultant, there’s a link between training and corporate culture. Companies that want to train their people, he contends, generally pursue a longer-term commitment to their workers, one that translates to the employee’s emotional well-being and professional success. 
For tech professionals who often decry the lack of employer-backed training, that conclusion comes as no surprise. The problem, it seems, is that company training is the exception nowadays, though more businesses are using it as a retention tool. For candidates, the challenge becomes figuring out whether a prospective employer is serious about learning. After all, “all companies are not created equal,” observes Jeff Kagan, a technology industry analyst in Marietta, Ga. Some are purely focused on their investors and customers, while others give their employees much more consideration. “Some companies invest heavily in their technology and the training to better utilize this technology,” Kagan says. But since some don’t, candidates have to dig deep to find out exactly what the business’s approach might be. And that means you can’t rely on what hiring managers and others have to say. “Try to talk with the workers, if you can, and not just the managers to find out what kind of company it is,” Kagan suggests.
For tech professionals who often decry the lack of employer-backed training, that conclusion comes as no surprise. The problem, it seems, is that company training is the exception nowadays, though more businesses are using it as a retention tool. For candidates, the challenge becomes figuring out whether a prospective employer is serious about learning. After all, “all companies are not created equal,” observes Jeff Kagan, a technology industry analyst in Marietta, Ga. Some are purely focused on their investors and customers, while others give their employees much more consideration. “Some companies invest heavily in their technology and the training to better utilize this technology,” Kagan says. But since some don’t, candidates have to dig deep to find out exactly what the business’s approach might be. And that means you can’t rely on what hiring managers and others have to say. “Try to talk with the workers, if you can, and not just the managers to find out what kind of company it is,” Kagan suggests.
