Career Development Training Keeps Employee Turnover Down

Staff training is essential for specific purposes related to your business. You may require new workers to undertake instruction in first aid, food handling, or using a new booking system. But incorporating training that develops employees towards long-term career goals can help promote greater job satisfaction. A more satisfied employee is likely to stay longer and be more productive while on your team.  

If you have a performance appraisal program, it should cover not only your employee’s immediate training needs, but also the development required to groom your employee towards a career goal. Even if that goal is not yet fully formed, working with employees to identify and nurture their interests will show them you care about their long-term success. This is helpful in getting the most out of your working relationships.

Career development training can include assigning a special project where your employee learns a new skill, or having them take on (temporary) acting responsibilities during another’s absence. Another common tool is cross-training, where employees learn to perform several different job functions.  All of these areas of training and development can promote greater job satisfaction while lessening the likelihood of unwanted turnover. 

Despite the initial monetary costs, staff training pays back. Here are just some of the reasons to take on development initiatives:

• Training helps your business run better. Trained employees will be better equipped to handle customer inquiries, make a sale or use computer systems.
• Training is a recruiting tool. Today's young workers want more than a paycheque. They are geared toward seeking employment that allows them to learn new skills. You are more likely to attract (and keep) good employees if you can offer development opportunities. 
• Training promotes job satisfaction. Nurturing employees to develop more rounded skill sets will help them contribute more to the company. The more engaged and involved they are in working for your success, the better your rewards.
• Training is a retention tool. As described above, investing in employee training helps to instill loyalty and commitment from good workers. Staff who are looking for the next challenge will be more likely to stay on if you offer ways for them to learn and grow while at your company. Don't give them a reason to move on by letting them stagnate once they've mastered initial tasks.
• Training is not just for new hires. It's not enough to show a new employee the ropes and then sit back. Help your experienced staff get to the next level by working with them to identify the skills necessary to take on more responsibility or a more senior role. Ask them what they want to learn next; then help them learn it.
• Training adds flexibility and efficiency. You can cross-train employees so that they are capable in more than one aspect of the business. Teach them to be competent in sales, customer service, administration and operations. It will go a long way in keeping them interested, and will be enormously helpful to you when setting schedules or filling in for absences.
• Training is essential for knowledge transfer. It's very important to share knowledge among your staff. If only one person has special skills, it's like putting all your eggs in one basket: you'll have a tough time recouping their knowledge if they suddenly leave the company. Spread knowledge around—it's like diversifying your investments.  
• Training stands out as a perk. Employees value training and development and consider them reasons to stay with a company. Set yourself apart as an employer of choice by offering these opportunities. 
• Training gives seasonal workers a reason to come back. Let seasonal employees know there are more ways than one they can contribute. Offer them a chance to learn new skills and benefit from their experience rather than having to hire someone new.  
• Training is an investment in your company. You already know you've got to spend money to make money. Considering the benefits it brings, investing in training is a logical step for anyone who wants to make their business the best it can be.

It's important to communicate with your staff about their development goals.  If you observe that an employee has real potential, talk to them early on about their interests, and start working together on a development plan.  There's nothing worse than seeing a high performer walk out the door because they weren't aware of your interest in grooming them for future endeavours.