Employee Training Doesn't End with Onboarding
The idea that there is a correlation between employee training and retention is not new. In fact, most research around employee engagement suggests that training is one of the most important factors for an engaged and prouctive workforce.
That's not surprising - it would be difficult to be motivated if you didn't feel like you had the skills to do your job, right? The recognition of this fact has led to the implementation of some great onboarding best practices throughout the past decade or so. But unfortunately, efficient and thorough training as part of an onboarding process is not enough to truly engage and retain employees for the long haul.
Instead, it's critical to embed learning and development into your organization's culture by providing continuous opportunities to learn new skills, having a process in place to deliver training on new technology or process changes, and providing access to content critical for job performance. Armed with a learning culture, you may find yourself with a more skilled, productive and loyal workforce.
The workplace is becoming a fantastically fluid concept due to the explosion of new technologies. This is a process that has been going on for some time and is becoming more and more rapid, thanks to the ubiquity of the Internet and humongous jumps in the computational powers of modern computers and other devices.
Among other things, businesses both big and small have been introducing one software solution after the other, changing jobs that had been roughly the same since the early 20th cen...
photo credit: http://www.smallbizdaily.com/5-ways-address-high-staff-turnover-rates/
Retention has long been a focus of HR departments because we all know how expensive turnover can be. There is the cost of advertising the job, recruiting,and training the new employee, not to mention the loss of productivity as you find and bring a new employee up to speed. But there is also another concern when it comes to turnover: reputation.
Job review sites like Glassdoor, as well as social media, give employees who didn't leave on the best terms an easy outlet to voice their frustrations online and potentially deter future applicants. Retention is no longer important just for your bottom line, but it can drastically affect your ability to attract top talent - and that has more lasting effects on your business. Bottom line: being a good employer and a good manager matters and retention should be a company-wide initiative. Read on for 5 ways to address turnover problems:
By Gary Addison
To some extent the recovering economy has reduced the fear for employees of moving jobs, simultaneously introducing a challenging situation for company owners and HR departments to retain their best staff.
Poor retention rates can affect a company’s bottom line, as well as staff morale. The costs of losing a member of staff include the loss or slowdown of production, expenses in training a new employee and the time that takes, as well as the monetary cost of advertising or...
A recent Gallup study found that organizations scoring in the top 50% on employee engagement nearly doubled their chances of success across three key indicators: profitability, customer satisfaction, and productivity. So if you were still on the edge about whether or not employee satisfaction impacts your bottom line, the verdict is in with the data to prove it. Knowledge Center has pulled together 9 sure ways to improve employee happiness at work, ranging from tactical things like providing holistic health programs and providing leadership training, to cultivating relationships and helping employees feel heard by management.
“Employee engagement” might read like today’s most recent HR buzzword, and the concept of “employee satisfaction” might sound foreign to workers raised with a “put your head down and do your work” mentality.
But there’s a substantial business case to be made for keeping your employees happy. Take data gathered by a Gallup meta-analysis on the subject of employee engagement and subsequent performance outcomes.
Basing their work on 263 research studies across 192 organizations, researchers fo...