No one likes to feel unprepared when starting a new job. It’s expected you’ll have to learn about the new responsibilities your job entails, but oftentimes, a sheet of paper or a manual explaining your duties isn’t going to cut it. Training is one of the key factors in retaining good employees, but what happens after they master their duties and responsibilities? It’s not discussed as often but continuing with the development of your employees is one of the aspects that make happy and satisfied employees. A good employer should help shape the future of his or her employees’ careers and this can’t happen without continual training and development.
An Employee Development Plan
Throughout our academic careers, we’re never expected to stop learning, so why should that stop once we begin our careers? Career paths are filled with their own twists and turns, but the one thing that remains important is the opportunity to continue to learn. Everyone wants to advance their career and without continuing their training and development this wouldn’t be possible.
Without the proper resources, a plan for professional development for employees can be a little tricky. However, many larger companies these days are employing the services of a Chief Learning Officer. Many organizations run like well-oiled machines but it’s often because they have the right people in the right positions to keep things going smoothly.
Taking on the management of employee development isn’t an easy job and not one that can be really taken on as an “extra responsibility.” When someone is hired who is passionate about helping people advance their careers and their sole focus is professional development, this is when the success of an employee’s career really takes off. If your organization is serious about focusing more on the training and development of the employees, hiring a Chief Learning Officer might be the best route to take.
How Training and Retention Rates Go Hand in Hand
When you think of employee retention rates, the amount of training they offer to employees probably isn’t the first that comes to mind. They don’t seem to naturally complement one another. A lack of the right culture fit is one of the top reasons people leave their jobs, but it isn’t uncommon for a lack of training and development to be in the top reasons as well.
Employees view training and development opportunities as an investment in them by the company. As they continue to further their education about their position, it’s natural to be thinking about the next steps beyond and that means a promotion. When employees feel valued they’re much more likely to want to invest their time in the company as well.
Professional Development Should Always Be an Option
There are hundreds of jobs where a lack of training isn’t an option. When you think about the careers of doctors, nurses and airline pilots, for example, do you really want to consider having someone who hasn’t been trained to handle these responsibilities? Careers such as these are very specific in education and training requirements, and it doesn’t stop once they’re on the job. Nurses and doctors are expected to continue their education and to even play a role in mentoring and ushering in the next generation.
Even people whose occupation doesn’t require such a specialized education can benefit from continuing their training and development, and companies that foster this notion send a clear message that they are keeping an eye to the future. Your employees will clearly understand that you are not only invested in their positions but interested in ensuring the company’s future growth and expansion.
The Broadway play Glengarry Glen Ross is famous for promoting the idea that salesmen should “Always Be Closing.” In today’s world, however, the message can easily be tweaked for expansion to the global workforce as a whole. It’s vital to the health of your business and, more importantly, your employees, that everyone should… Always Be Learning.