We all know that the pandemic changed the way we worked, the way we relate to our jobs, even what we look for in our careers. This was clear by the mass exodus, or the Great Resignation, in which countries across the globe saw people up and leave their jobs – sometimes the whole industry – for something new. And it isn’t over, in fact that CIPD released research last year which said that 6.5 million people in the UK were expecting to leave their jobs in the next 12 months.
Why do we care? Well, as an L&D company, we’re concerned that one of the reasons people are leaving their jobs is due to a lack of investment from the business in their training and development. People don’t feel there is any career progression or support to help them develop their skills. Why this isn’t a priority for businesses is baffling, as they aren’t just left dealing with fall out from a high turnover of staff, but they are missing out on all the other benefits that come with investing in their employees’ development.
Loyal employees are worth their weight in gold. Over their time in the business, they come to understand it inside out, which brings immense benefits. They are usually passionate and care deeply about the company, and work hard to take the business further. But this type of employee will only want to be loyal to a company that shows respect and care for their staff. Training is a big part of that.
It seems obvious, that if a business invests in their staff’s learning and development then it’ll reap the benefits too. It’ll have a stronger workforce who have a whole host of extra skills at their disposal, skills that can help a business flourish. But some businesses don’t see this. Perhaps they’re worried they’ll take the skills elsewhere, which is a valid concern, but still, a fear like that shouldn’t be enough to stop them investing, as the benefits of a stronger, more skilled workforce are just too strong.
There is also the consideration of compliance. If businesses don’t invest properly in compliance training that supplies their staff with the relevant skills and knowledge, they could find themselves unable to meet their compliance requirements, which can result in some hefty fines.
Without training, businesses will miss out on consistency. Consistency in work processes, the ways in which they communicate between teams and the wider world, and the way the brand is conveyed – just to name a few. But despite these benefits, many businesses still fail to recognise the value and put the necessary training in place.
So, that leaves the big question: where do you start when it comes to investing in training and development?
Start by understanding your learners. Show that you’re taking their training needs seriously, and get to know what they want, what topics they need to develop. With the wide range of businesses out there, these needs will be vastly different, so unfortunately there isn’t a silver bullet. So, take the time to get to know your learners. Talk to them and find the skills gaps, the areas they want to focus on and work on addressing them. Do this and you’ll be well on your way.
Often businesses want to jump straight into figuring out the ‘exciting’ aspects of training, such as which technology to use. But resist that temptation, and wait until you know exactly what you need the training to be. You should never design training to fit the technology, but choose the technology to fit the training.
But when it does come to that, make sure it’s a product that will make a difference. That is worthwhile. That develops your team, captures their imagination and motivates and drives them. Make sure it’s training you learners will thank you for.