Staff Retention – Upskilling

A CV appears in your inbox, and you look at the qualifications and see that this may be the candidate you have been searching for… except… whilst the formal training tick box is completed and the CV is overflowing with qualifications, the professional and commercial experience is lacking.

Day to day on-the-job experience is just as important, sometimes more crucial, than the classroom training that appears on the paper. So how about looking to your own current staff – using the core skills they have learned within your business and enhancing them, to reach new potential – then you have a CV with the best of both worlds on it and something all businesses are looking for – Staff Retention.

From my experience, all employees want to do a good job – it’s key to enjoying their role and looking forward to coming to work each day. They also enjoy receiving recognition for the contributions they make to the company.

To keep that energy up, roles should have potential to shift and change, grow and develop – this not only keeps things interesting and fresh for the employee, but it is critical to the business to ensure its offerings are up to date – with both technology and resource skills.

Some companies may fear that they will spend money and time developing people, only to then see their staff take their newly acquired skills elsewhere. However, training your staff will actually stabilise and increase retention. Including increased productivity and decreased need for constant supervision. How?

  • Training reinforces the value of the employee – employees will appreciate that time and money is being spent on them to do their best job.
  • An employee will develop a greater feeling of empowerment and worthiness as they become more valuable to the company

So, how can companies use education to both attract and retain talent within the workplace?

  • Open dialogue and shared vision amongst all employees will help to keep staff buy-in and strengthen professionalism.
  • Ensure that Mentoring and Coaching are available, whether from an external source or internally via line management.
  • Tailoring their learning to meet the specific skill requirements of the business.
  • Develop skills for all – access new recruits through apprenticeships and internships. And longer term staff with strategies to support lifelong learning.
  • Ensure that new recruits have a clear understanding of their role and the values and culture of the organisation to ensure the correct fit at the time of hire, to avoid early loss based on unmatched expectations.
  • Create an induction process for new recruits, coupled with a buddy system. Ask, listen and act on information about the things that matter most to employees.

And lastly, once you have found the right balance and have a number of strategies in place, keep checking for continuous improvement – we learn best from measuring and evaluating both the success and failures of our retention practices.