Now that the economy is starting to show signs of life, I keep hearing that all of my good employees are going to leave. What are some things I can do from a training and development perspective to address potential turnover?
You’re smart to be concerned, and even smarter to take a pro-active approach. Training and development is a key component to your retention strategy. For many companies, the past few years have been about survival. Employers may have had to reduce staff, and often the focus had been to do more with less. Training and development fell off the radar. Employees were okay with that, at the time, if it meant they still had a job. However, now that there is a light at the end of the tunnel, it’s time for training and development to re-emerge as a priority. When times were tough, employees stepped up when they were needed. As they see their organization stabilize and return to growth-mode, they want to see that their efforts were appreciated. Now is your chance to show your commitment to those employees.
This starts with dialog – ask for input from your management team and supervisors as to where they see training needs, both by department and by individual. Most importantly, talk to individual employees to re-start the conversation of what their interests are and where they see their career headed. Both of these actions will provide a direction to start. You may find that a company-wide training event may be appropriate – such as team building or a refresher course on customer service. It may be more feasible to have departmental training on changes in technology, or another department-specific need.
Implementing a Career Development program is a great way to show your employees that you are committed to them long term. Find out your employees’ career goals, and help them create a path to get there. Your budget may dictate what approach you take, but not every option has to be costly. Often training can be done internally, conducted by the resident expert. Mentoring is another low cost way to engage employees, in a win-win environment. The mentor feels recognized for his/her experience and expertise, and the employee being mentored gains exposure and training that will help them with their next position.
The key to incorporating training and development into your retention strategy is communication; to identify needs, resources, and the best ways to implement a program. It sends the message that the company is looking ahead and recognizes that its employees play a key role in future success.
Are you worried your top performers will soon be leaving for a new and different opportunity? Are you looking for a retention method that will also bolster your productivity levels and bottom line? Let strategic HR, inc. help create and implement the perfect retention strategy via training and development. We have the expertise to conduct a needs assessment and/or to recommend training options for your staff. Visit our Training and Development page to learn how we can help you implement a successful training session.