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Employee Development: The Key to Retention Or 4 Effective Employee Development Strategies for Better Retention

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  • Employee Development

By | Kamy Anderson

Retaining employees is easier said than done. You need to keep engaging and motivating them so that they don’t lose interest in their job. It helps them become more efficient and productive, and perform much better every day.

You need to regularly revisit their skills, so that you can provide additional training if necessary, or promote top performers, for example.

But what about growth and learning opportunities? Do you provide your employees with opportunities to develop and grow in your company?

According to LinkedIn’s 2018 Workplace Learning Report, a staggering 94% of employees would stay longer at a company if it invested in their career.

Career development isn’t an option anymore – it’s a necessity. Employees expect it, and you should definitely deliver.

Here’s how you can do it to retain your talent:

Train Your Employees for Soft Skills

 The report by LinkedIn shows that talent developers, people managers, and executives all agree that training for soft skills is the number one priority for employee development.

The top skills that the surveyed professionals agree on are most vital for employees to learn include leadership, communication, collaboration, and role-specific skills.

You can easily help your employees improve their soft skills with employee training software. What’s important to remember is that even your best performers can always hone their soft skills a bit more. There’s always room for improvement, so make sure you include your entire workforce in the soft skills training program.

Utilize a reliable employee training software solution, and implement engaging courses for soft skills development. Not only will you empower your workers, but you’ll also show them that you genuinely care about their growth.

 Involve Managers in Talent Development

 The 2018 Workplace Learning Report also shows that involving managers in employee learning can hugely benefit employees. It can engage them better and help them efficiently and effectively improve their skills.

According to the report, 56% of employees would spend more time learning if their manager suggested a course to improve their skills.

Having said that, it’s not easy to get managers on board. This has nothing to do with them not being interested in contributing to talent development, because they do want to help. It has to do with them not having enough time to participate in employee learning.

This is the second-most critical challenge that talent developers face these days, the first being getting employees to make time for learning.

So, how can you increase your manager involvement in employee learning? You first need to discuss with them the great impact that their involvement will make. Once they fully understand why they should get on board, collaborate with them to identify the best times for involving them in the learning process.

Discuss all the skills that you want your employees to develop (and the skills they want to develop), and work with the managers to find the right courses to integrate with your employee training software.

 Provide Micro-Learning Opportunities

 The number one challenge for talent development these days is getting employees to make time for learning. This is yet another important finding you can explore in the LinkedIn report mentioned earlier.

Employees simply don’t have much time to learn, but they do want to learn. Lack of time is what holds them back from learning, which definitely calls for better time management strategies.

Don’t ask your employees to engage in their learning programs during lunch breaks, or after work hours. That’s their personal time, and each person values it immensely. Taking that time away from them would show that you don’t respect their time, which definitely wouldn’t improve their job satisfaction and performance.

Instead, provide micro-learning opportunities. Provide the learning content in small, bite-sized chunks that your workers will be able to easily digest.

The report from LinkedIn also found that 68% of employees prefer to learn at work. Micro-learning will enable them to easily squeeze learning into their workday. It won’t take up much of their time, so they’ll be able to seamlessly juggle all their daily tasks.

According to the report, 58% of employees prefer to learn at their own pace, while 49% prefer to learn at the point of need. For them, micro-learning is an absolute godsend.

 Make Learning an Everyday Employee Experience

 To effectively retain all your talent, you should make learning a crucial ingredient of everyday employee experiences. Even if an employee isn’t looking to change their current position, learning and development opportunities will help them grow, and increase their job satisfaction.

You should create a holistic experience for your entire workforce, from recruitment and onboarding to their daily life, both in and outside the workplace.

Don’t see learning and development, workplace culture, and employee engagement as separate programs. Address them as a single program aimed at providing an integrated employee experience.

So, apart from creating a positive work environment and developing a supportive management, integrate growth opportunities into every worker’s daily experience. This will help them balance their personal and professional life better, and align their personal goals with corporate objectives.

Key Takeaways

Growth opportunities are one of the key factors for improving employee experience and employee retention. Deploying employee development program at your workplace will help you retain your talent, but also attract the best talent.

Start following all these strategies, and you’ll greatly empower your employees. Help them learn and grow, and they’ll help you effectively reach all your business goals.

What’s more, they’ll stay in your company as they’ll be able to advance their career without having to switch jobs.

Author bio:-  Kamy Anderson is an ed-tech enthusiast with a passion for writing on emerging technologies in the areas of corporate training and education. He is an expert in learning management system & eLearning authoring tools – currently associated with ProProfs Training Maker.

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