4 Ways to Improve Retention Through Employee Development

Once you’ve gone through the many stages of the recruitment process and made the job offer, it’s time to protect your hiring investment by making sure they are fully engaged and growing with the company for as long as possible. Employee retention is a key indicator of your workplace culture and your organisational ability to perform. Luckily, there are plenty of smart ways to improve your company’s retention rate.

According to a LinkedIn Workforce Learning Report in 2018, 93% of employees interviewed expressed that they would stay with their current employer if they knew their employer was invested in developing their careers. Unfortunately, despite the many advantages of creating a steady workforce, many employers don’t focus on incorporating learning and mentoring programmes. And this is when they often lose out on their top employees’ full potential, whether in terms of performance, engagement, and retention.

When well-rounded employees are expected to perform at their best despite a lack of learning and development (L&D) opportunities provided by the company during their stay a disconnect is created, which is the perfect recipe for poor employee retention. In the U.S. alone, about 3 million Americans leave their jobs in search of greener pastures recorded every month, and  31% of these employees quit before even making it to the half-year mark.

Employee’s in these situations will often experience stress that eventually leads to burnout if not addressed early on. If this sounds familiar to your current work situation, it’s time to take a step back and think of effective ways to keep your employees engaged and up your retention rates.

How do you establish an employee development programme that works?

If you want to make your current and new employees happy and productive, consider trying these development strategies:

Set your employees’ up for success and develop their soft skills. 

Talent development among employees, according to a LinkedIn survey of 2,000 business leaders, relies heavily on soft skills. The top four soft skills recruiters and managers look for are leadership, communication, collaboration, and time management. While these are expected among your top employees, they can be improved upon among the rest of your team.

Offer courses to your employees that can help them further develop their soft skills. These L&D programs can be anything from a free online course to an in-person workshop, find something that fits the need in your organisation.

Integrating these types of programmes in the workplace gives your team a clear expression of your interest in their growth and overall success.

Provide flexible learning opportunities that are relevant to their needs and experiences. 

94% of employees shared in a separate LinkedIn report that they would stay at a company longer if it is invested in their career development. But the number one thing that keeps them from learning is that they just don’t have the time.

To keep your employees engaged, your company must recognise the value of their time and come up with L&D programmes which you manageably fit into a workday. Further, you can also work towards a frictionless, online learning experience where your staff can easily access relevant learning content when and where they want it.

Get your managers involved. 

Getting your managers to be more involved in employee learning does not only result in increased learner engagement; it can also improve the impact of the course, with 56% of employees saying they would spend more time on L&D courses if their managers suggest their course to improve their skills.

You can start transforming your managers into becoming learning champions by engaging them further in performance reviews and onboarding processes so they can observe, assess, and suggest L&D opportunities for your employees.

Integrate learning into your employee experience.

Employees appreciate companies who put value in their continual L&D. Your team can incorporate L&D into performance management to show alignment with your company’s goals. This has the added benefit of helping them understand why learning is necessary for their growth, whether in their career or their personal goals.

Personalised L&D management can be tough and complex as you are dealing with different groups of personalities, young and old. Remember that your employees are not robots and certainly not on autopilot drifting along, they value their work and the people they work with when you treat them with respect and see their worth. Celebrate their good deeds but more importantly, let them learn and feel empowered through it.

To learn more about employee retention, read up more on people management over at Talegent Development Solutions.

Reach out to John

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