According to the 2019 Retention Report of the Work Institute, 3 out of 4 employees who left their jobs COULD have been retained by their employers. According to this report, the #1 reason employees left their jobs was for career development. This is something I’ve long suspected. If we offer people the chance to grow professionally with training & development, mentoring & coaching, and clear cut career ladders, they would be more likely to stay.
What are you doing to professionally develop your team?
Here are a few ideas of my own to add to the mix:
1. Mix Online Training with Live Interactive Training: Are you training for compliance, or skill development? Online training has its place, but when it comes to soft skills, it helps to be in a classroom setting where you can practice. Mix it up a little and offer both kinds of training to your team.
2. Offer Coaching: Consider reading one of my favorite books, The Dream Manager by Matthew Kelly. It outlines a wonderful program for implementing coaching for employees that helps them achieve their personal and professional dreams. Who would want to leave a job where leadership was committed to helping make staff dreams come true?
3. Send Leaders-In-the-Making to Conferences: Invest in the professional development of your potential leaders by sending them to conferences. It shows that you believe in their potential, and they will come back excited, empowered, and ready to invest their time, talents, and new insights into your organization.
4. Utilize Your Field Staff to Deliver Training: At Red-Carpet Learning we’ve found that by training your team members at all levels to BECOME facilitators of soft-skills training, you grow a team of empowered employees who become ambassadors for the message you want to spread throughout your organization!
5. Create a Clear Cut Career Ladder: Make sure every member of your team is well aware of the path they need to take in order to grow in your organization. What projects must they take on? What must they learn? What are the opportunities and how do they take advantage of them? If they can see a future with your company that is bigger than the one they have now, they may be more likely to stay with you and stop looking elsewhere.
6. Be a Mentor: You may also want to become the person in someone’s life who can see a bigger future for them than they can. Let your team members know that you see and appreciate their hidden talents, and offer to help develop them. Sometimes it takes an outside person to give you the confidence to take action toward a better life.
What are your thoughts? Has professional development affected your desire to stay or leave an employer? What are your ideas for offering better training at work? Comment below and let me know!
Donna Cutting, CSP is the Founder & CEO of Red-Carpet Learning Systems and the author of two books on customer service including 501 Ways to Roll Out the Red Carpet for Your Customers. Follow her on YouTube at theredcarpetway.tv.