If They Are Not Learning They Are Leaving
In the age of rapidly changing technology, employee engagement is increasingly critical to business success. A recent study found that those employees who do not feel they have access to Learning and Development are more likely to leave their company in a year. In other words, if you want your employees to stay in your organization, you need to build an environment where they can learn and develop themselves as professionals, even as new technologies come along.
Stagnation Leads To Dissatisfaction
According to Culture Amp, lack of growth and development is the most cited reason by employees who quit, with 37% citing it [1]. It makes sense; you’re stagnant when you’re not learning new things, and stagnation leads to dissatisfaction, leading to people leaving their current position. And many employees believe that Learning and Development require leaving. So, research suggests that 55% of employees believe the best way to develop their skills is to change companies [2]. Uninspired employees are also more likely than their engaged counterparts to consider leaving the workforce altogether.
Further, the study found that an employee’s dissatisfaction would show in engagement survey responses months before leaving. This shows how vital growth is according to employees and how improving it can help companies attract and retain talent. So, make sure you’re keeping up with industry trends and knowledge by researching new ways of doing things and updating your skillset regularly. Otherwise, some uninspired employee will likely be right around the corner, ready and waiting for another job opening.
Learning And Development Is A Key Driver Of The Employee Commitment Level
According to Microsoft’s “Annual Work Trend Index Report”, 68% of employees claim they would stay longer at their company if it were easier to change jobs within that organization [2]. The report found that employees are 46% more engaged when developing skills that match their interests. This indicates that learning and growth are key drivers of employees’ level of connection and commitment to their job. A company thinking of employee engagement should also consider supporting employees working toward their own goals.
What’s more, companies with leaders showing interest in their people’s career aspirations have 21% more motivated employees. Moreover, these employees are also 15% less likely to consider looking for a new job and 13% more proud to work in that particular organization. Amid macroeconomic headwinds, you need to remotivate your employees.
How To Remotivate Your Employees With Learning And Development
1. Make Learning And Growth Core To The Employee Experience
We’ve all heard that the average person will change jobs several times in their career. And while this has been true for decades, it feels more relevant now than ever. It’s no secret that the younger generations have different priorities when it comes to working. Companies that create a culture of Learning and Development grow more in terms of headcount than those that do not.
2. Offer Opportunities Not Just For Promotion
The employee experience is about building a learning and skillset growth culture. It’s the reward for good work, not the punishment for bad. It’s about making sure your employees understand their strengths and limitations, so they can better succeed in their roles. It’s about helping them reach their full potential to do better for the company and their own growth.
Learning is how you develop people at work. It’s how you keep them engaged and motivated, even as they advance through their career. It’s how you help them grow as individuals and professionals—so that they can contribute even more to your organization in the future.
3. Create An Internal Talent Marketplace Where People Can Grow Their Skills
Perhaps the most significant implication of this research is that it should not be up to employees to advance their skills alone. There are many ways in which employers can help drive employee growth and development, including:
- Encouraging regular learning by giving time and budget for professional development
- Providing opportunities for cross-team collaboration
- Providing training programs on topics like leadership skills
- Giving employees access to new tools or technologies that will enhance their performance
- Creating a culture where mistakes are viewed as learning opportunities
- Recognizing the importance of mentorships
Developing an internal talent marketplace allows employees to find relevant courses and resources, connect with mentors, share best practices, and learn about upcoming training programs.
Final Remarks
When it comes to retaining talent, Learning and Development is key. The change should come from the top management. You must ensure that an employee development mindset is embedded into your organizational DNA. You need to convert employee development from a nice-to-have to a must-have.
After all, employees are looking for more from their workplace than a job that pays the bills. They want a workplace where they can grow and develop professionally while experiencing a fulfilling personal life outside of work. And they will leave if they don’t get it.
References:
[1] Why employee development should be HR’s top priority
[2] Hybrid Work Is Just Work. Are We Doing It Wrong?
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