As the job market evolves and the Great Resignation continues, the need for continuous training and development initiatives has never been more crucial. Employees are resigning for numerous reasons, but predominately, they desire to change and grow their career skills. Companies are reacting to plummeting retention rates by enhancing their reskilling learning and development (L&D) programs.
Continuing learning and development is a sound investment, providing a robust ROI for both employees and their organizations. After all, investing in people will lead to increased growth. Additionally, boosting L&D initiatives can create a positive impact on engagement and elevate workforce loyalty and appreciation.
Let’s explore exactly how to achieve the benefits of L&D.
Success through connection
Drastic changes in work in recent years have presented triumphs and challenges. With less staff physically in the office, gaining shared knowledge from coworkers is hard, maybe even impossible.
Fostering virtual learning initiatives allows employees to stay engaged with colleagues and collaborate on achieving success. This inner-team collaboration doesn’t just help achieve desired outcomes. It builds engagement and fosters a culture of learning.
Cultivate loyalty, don’t expect it
In an ideal world, loyalty is reciprocated and mutual. But employee loyalty cannot be immediately expected — employers must devote effort to see returns. Of course, expecting dedication should never be the singular cause. Instead, proactive initiatives and enhanced employee support should be the norm.
L&D opportunities provide employees with guidance and the tools necessary to flourish in their career journeys. By providing these tools, HR and leadership can positively impact employees and add tangible value to them. And when people feel adequately supported and valued, loyalty increases.
When business leaders provide employees with development opportunities that align with a clear career trajectory, it demonstrates genuine commitment and shows employees how they can continue advancing within the organization.
As mentioned, loyalty is never immediate. It’s earned through commitment. Once that commitment is established, it may lead to lower turnover. Advancing your employees results in business growth. It’s a true win for all.
Foster an individual drive for success
The once silent issue of burnout has become a prevalent conversation in the workplace, yet it can still set back employees L&D can reignite the spark. These programs can drive an individual to find purpose in their careers and push them towards greater engagement and curiosity.
L&D can give exhausted employees an outline for how to attain their career goals and put their futures in their own hands. They can gain new meaning to their positions and careers, potentially reducing burnout. When presented with a development opportunity, curiosity can emerge, and newfound interests can blossom. Indeed, L&D can be a breeding ground for engagement and professional satisfaction.
Appreciate the development journey
Employee recognition has become a determining factor in whether employees decide to resign or stay at their current organizations. L&D initiatives may be the missing puzzle piece in retaining your employees and ensuring satisfaction. Fostering a learning mindset and assisting in professional growth can revitalize overall work satisfaction.
In cultivating L&D plans, consider making a budget for learning opportunities and professional development outside of the office. Interested employees can attend conferences and seminars, read books and take classes. Simply by investing in employees, companies can reap long-term benefits, like retention-increasing loyalty and appreciation
Andrea Meyer joined WorkSmart Systems in 2001 and has played a key role in the development of all services related to the WorkSmart employee benefit plans. Whether leading the benefit team, answering questions from employees, or sorting through the latest benefit regulation, Andrea’s passion for employee benefits is evident. Andrea is a graduate of St. Joseph’s College and is a Senior Professional in Human Resources (SPHR), as well as a Certified Benefit Professional (CBP).
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