Multicolored wheel divided into 7 equal sections Recruitment, Training and Development, Benefits and Compensation, Communications, Employee Relations, Record keeping, and Health safety and security with Legal compliance written on the outer edge and company strategy in the center. Training and development is emphasized.

How Training & Development Programs Can Reduce Potential Turnover

Question:

With our low unemployment rates, it’s becoming increasingly difficult to find and keep skilled workers. What are some things I can do from a training and development perspective to reduce potential turnover?

Answer:

You’re smart to be concerned, and even smarter to take a pro-active approach.  Training and development is a key component to your retention strategy.  Too often employers see training and development as a flexible benefit.  During tough times, training and development is often cut back or eliminated.  And, during busy times, organizations often find there isn’t enough time for training. However, one of the top reasons employees are leaving organizations is a lack of growth and development.  So, now is your chance to show your commitment to those employees through training and development, which should help reduce potential turnover.

This starts with dialog with employees and managers.  Some tools that will help you gain insight include:

  • Poll or survey your manager and supervisors as to where they see training needs, both by department and by individual.
  • Conduct employee opinion surveys and focus groups.
  • Talk with employees one on one to discuss on their interests career goals.

Using these tools, will provide you with ideas and suggestions for training and development in your organization.  Some of the possible solutions may include:

  • General training across the organization (i.e. customer service, new technology)
  • Identification of external training or certification options
  • Succession planning and emerging leader programs
  • Development of a robust performance management system
  • Supervisory training
  • Company-wide training event – such as team building
  • A formal career development program
  • Mentoring, both the mentor and mentee grow and develop

All of these strategies, if they support the insights you gained in your conversations with the employees and managers, will help you demonstrate your long-term commitment to the employees and their career.  Your budget may dictate what approach you take, but not every option has to be costly.  For example training can be done internally, conducted by the resident expert.  Even mentoring is another low-cost way to engage employees, in a win-win environment.  The mentor feels recognized for his/her experience and expertise, and the employee being mentored gains exposure and training that will help them with their next position.

The key to reduce potential turnover is incorporating training and development into your retention strategy.  Using two way communication is essential to help identify needs, resources, and the best ways to implement a program.  It sends the message that the company is looking ahead and recognizes that its employees play a key role in future success.

 

With the recovering economy are you worried your top performers will soon be leaving for a new and different opportunity? Are you looking for a retention method that will ALSO bolster your productivity levels and bottom line? Let strategic HR inc. help create and implement the perfect retention strategy via training and development. We have the expertise to conduct a Needs Assessment, Job Analysis, revamp your aging Job Descriptions and/or to recommend training options for your staff. Visit our Training and Development page to learn how we can help you implement a successful training session.