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S7 E15 Learning & Development to retain your People- The 3 key steps you may be missing with Lisa Askwith
Part 3 (EP15) Learning & Development to retain your People- The 3 key steps you may be missing.
A recent survey by PWC, of millennials which asked what characteristics make a company compelling to work for, found that 52% value career development, and 35% value excellent training programs, these were items 1 and 3 at the top of the list with good pay and conditions sitting at 2. Learning and Development is critical to retain your new workforce. Your leadership team is the glue that will hold this together, but only if they are supportive and engaged.
Key Issues: 1. How do I determine my company’s training needs? 2. What are the intended outcomes of the training program?
3 key Steps
Learning and Development options must be provided and supported for; 1- Job Demands Should support business needs and growth Should be broad where possible, Should be part of the Job Description steps and growth 2- Career Development- further chance to engage your people and retain them Linked to JD and KPI’s Linked to a clear succession plan throughout the company, and possibly cross function if possible The more programs that you can offer the better your staff becomes, and the more they can give back. Training is seen as one of the best retention tools, as staff are very mobile now.
Sometimes staff will leave as they develop and no longer have a pathway in the company. Try to support this and see it as a win-win, as what they give back before they leave, and potentially may work together with you again in the future. 3- Organizational development- the final key area You need to know your company's key technical needs, you need to understand the people’s development needs, then you need to make sure that you are preparing your business for its future too. So this is where the final component comes in- Organizational needs. You need to have training provided around the next step of the business, not just the current direction. This upskils your people, retains them for future roles and improves your culture and revenue.
Tags; strategy and culture, aligning culture and strategy, strategy implementation, strategy vs culture, culture and strategy, business strategy, strategic planning, strategy software, humantelligence alignment, organizational culture, cultural change, strategy cascade, strategy, culture, align team goals, objectives, technology, people
If you would like more information on any of these key topics I can be reached at [email protected], where you can book a free discovery call
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By IBGR onAir Talent Lisa Askwith
5
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Part 3 (EP15) Learning & Development to retain your People- The 3 key steps you may be missing.
A recent survey by PWC, of millennials which asked what characteristics make a company compelling to work for, found that 52% value career development, and 35% value excellent training programs, these were items 1 and 3 at the top of the list with good pay and conditions sitting at 2. Learning and Development is critical to retain your new workforce. Your leadership team is the glue that will hold this together, but only if they are supportive and engaged.
Key Issues: 1. How do I determine my company’s training needs? 2. What are the intended outcomes of the training program?
3 key Steps
Learning and Development options must be provided and supported for; 1- Job Demands Should support business needs and growth Should be broad where possible, Should be part of the Job Description steps and growth 2- Career Development- further chance to engage your people and retain them Linked to JD and KPI’s Linked to a clear succession plan throughout the company, and possibly cross function if possible The more programs that you can offer the better your staff becomes, and the more they can give back. Training is seen as one of the best retention tools, as staff are very mobile now.
Sometimes staff will leave as they develop and no longer have a pathway in the company. Try to support this and see it as a win-win, as what they give back before they leave, and potentially may work together with you again in the future. 3- Organizational development- the final key area You need to know your company's key technical needs, you need to understand the people’s development needs, then you need to make sure that you are preparing your business for its future too. So this is where the final component comes in- Organizational needs. You need to have training provided around the next step of the business, not just the current direction. This upskils your people, retains them for future roles and improves your culture and revenue.
Tags; strategy and culture, aligning culture and strategy, strategy implementation, strategy vs culture, culture and strategy, business strategy, strategic planning, strategy software, humantelligence alignment, organizational culture, cultural change, strategy cascade, strategy, culture, align team goals, objectives, technology, people
If you would like more information on any of these key topics I can be reached at [email protected], where you can book a free discovery call