Employee development is no longer about preventing job changes


What if you knew that the new employee sitting in your training room was planning to quit their job within the next 12 months to go to work for the competition? Would this have an impact on the bottom line of your business?

Statistically, this is exactly the scenario that is repeated over and over again in today’s workplaces. A Dale Carnegie Training survey of 3,300 employees in 14 countries indicated that job change is alive and well in the United States. In fact, a quarter of U.S. employees said they plan to look for a new job next year, and 15% are already actively looking for a new job.

It appears that employees are already on the verge of leaving before they become proficient at their jobs. So why bother with all the workforce development?

Forget about job hopping, focus on advancing people in their careers

Ryan Holmes, CEO of Hootsuite, writes that it’s not on retention that companies should be focusing, but on “the movement of people.” He calls it “the pulsating oxygen in a business”. That’s why the social media management company predicts that at least 20% of its workforce will change jobs every year, whether moving internally or moving to jobs at other companies.

Holmes says the advantages of this approach far outweigh the disadvantages. “Additionally, the fact that employees are continually on the move forces a business to hire smarter and train faster, maximizing ROI in a shorter period of time,” he wrote. “The movement of people is a powerful way to maintain the energy and spirit of startups as scales of the enterprise.

Are Millennials the biggest providers of jobs, or is this a myth?

A survey of more than 1,100 millennials, conducted by the Center for Work and Family at Boston College, found that many young workers prefer to stay with their employer as long as they feel their learning and career development needs. are priority.

Fred Van Deusen, senior research associate for the study, attributed this to companies where both management support and a culture of learning prevail.

“There is a very strong link between job navigation skills and job satisfaction,” said Van Heusen, “the more people understood their skills, used their networks and explored their possibilities in the job market, the happier they were in the job market. their work “.

It may be a myth that all millennials jump to work at the speed of sound. There are likely employees of all ages looking for new career opportunities that cannot be found within the four walls of their current employer. Even so, millennials are the largest employee group in America’s workforce since the baby boomers, and companies’ training efforts must focus on their engagement.

Tips for involving millennials in workforce training

Asha Pandey, an eLearning Industry contributor, shares some tips for keeping millennials connected to learning initiatives in the workplace.

  • Responsive mobile learning – About 77% of all millennials spend at least two hours a day on their smartphone. Providing learning modules on mobile platforms can help them stay engaged in the learning process, wherever they are.
  • Social and collaborative learning – Millennials prefer hands-on learning shared with their peers; Bring social media into the learning process so employees have the ability to share and collaborate in real time.
  • Video learning modules – Since 81% of millennials spend time watching video content on YouTube and other channels, it would be wise to tap into video learning content.
  • Organized and personalized – Keep Millennials satisfied with learning content that meets their individualized career needs. This could include both self-selected on-demand learning modules and periodic reviews with employees.

According to Sue Townsen of KPMG LLP, companies need to provide clear and strategic skills in professional navigation. This includes goal setting, networking, mentoring, and leadership opportunities.

Businesses should also stop worrying about the potential for job transfer to other businesses; they can become future clients or partners of the company.