As a training consultant, I notice a steady increase in companies inquiring about training with the intention of motivating employees to stay. Sometimes this is the only reason for the training. When we ask them what their learning objectives are, they have no specific answer except we want the employees to appreciate that management takes care of their learning needs. This was quite peculiar to me. Employee retention is not the first thing to come to mind when you think about training needs. We often look at performance gaps and ask if the gaps are caused by a lack of competencies and if they are, we look for developmental interventions to address those gaps. As topsy-turvy as this world is getting, we get more inquiries about training that will help employees appreciate their employment more and stay in the company. And it is starting to make sense to me.
It Makes Sense!
In today’s fast-paced business world, companies constantly look for ways to stay competitive and retain their top talents. One strategy that has gained popularity in recent years is investing in employee learning and development as a retention strategy. While it may seem counterintuitive to use training as a means of retaining employees, it actually makes a lot of sense when you consider the benefits of a well-trained workforce. But it cannot be done arbitrarily. Just sending people to training won’t motivate people to stay, unless you bind them with a training contract, which is an entirely different story for another time.
Why Do It?
The first step in using learning and development as a retention strategy is to understand the reasons why employees leave. In many cases, employees leave because they don’t feel challenged, or they don’t see a clear path for advancement within the company. By investing in training and development programs, companies can provide employees with the tools and resources they need to grow and advance in their careers. This not only helps to retain top talents but also creates a culture of continuous learning and development within the organization.
Another key benefit of using learning and development as a retention strategy is that it helps to improve employee engagement and satisfaction. When employees feel like they are valued and invested by their employer, they are more likely to feel engaged and motivated in their work. This, in turn, leads to higher levels of productivity and performance, which can ultimately benefit the company as a whole.
How to Do it Right
When it comes to designing a learning and development program that is focused on retention, it’s important to keep a few key principles in mind. First, the program should be tailored to the specific needs and interests of employees. This means taking the time to understand what motivates employees and what areas of development they are most interested in pursuing.
Second, the program should be flexible and accessible. Employees have busy schedules and may not have a lot of time to devote to training and development. By offering flexible options, such as online courses or self-paced learning modules, companies can make it easier for employees to participate in training programs and continue to grow and develop in their roles.
Finally, it’s important to create a culture of learning and development within the organization. This means not only offering training programs but also encouraging employees to share their knowledge and expertise with one another. When employees feel like they are part of a community of learners, they are more likely to stay engaged and invested in their work.
While it may be surprising to think of learning and development as a retention strategy, it can be an incredibly effective way to retain top talent and create a culture of continuous learning within an organization. By investing in training and development programs that are tailored to the needs and interests of employees, companies can help their employees grow and thrive in their roles, which ultimately benefits both the employees and the company as a whole.
Training as a Retention Strategy? Why Not?!
Talk to ExeQserve so we can help you build a learning and development strategy that fits your needs and your budget.
