The Great Resignation and the Power of Learning & Development
You’ve seen the news and heard the warnings: employees are dissatisfied with their jobs and are increasingly leaving their employers in search of better development opportunities. The Great Resignation is in full swing. But what if you could retain your talent by offering them the learning and development opportunities they crave? Research suggests that enhancing career development within your company can help retain staff and fill skills gaps with existing talent.
Why Learning & Development Matters
The Importance of Career Development
According to Work Institute’s 2020 Retention Report, the primary reason employees leave their companies is a lack of career development. By providing opportunities for skill expansion, employers can not only retain top talent but also address skills gaps internally.
Attracting New Talent with L&D
Learning and development (L&D) is a key element of your employer value proposition (EVP). Today’s job seekers, especially Gen Z, prioritize personal growth and career development in their job search. Offering robust L&D programs can make your company more attractive to potential recruits.
Designing Effective Learning & Development Programs
Assess Your Team’s Skills
Evaluate your employees’ current skill levels and determine the desired skill levels based on your business goals. For instance, if your business is transitioning to cloud operations, upgrading your employees’ digital skills should be a priority.
Consult with Your Employees
Engage with your employees to understand their career aspirations and provide training opportunities that align with their interests, including options for lateral moves within the company.
Implement Accessible L&D Solutions
Ensure that your L&D programs are accessible to all employees. Consider a blend of:
- Social Learning: Learning on the job and through interactions with others.
- On-Demand Learning: Resources, apps, and e-learning platforms available anytime.
- Individualized Learning: Sessions with industry experts, podcasts, and written materials.
Tracking and Enhancing L&D Programs
Regular Check-Ins
Track the effectiveness of your L&D programs through regular check-ins. Utilize tools like HRLocker’s Real-Time Reviews and continuous professional development (CPD) solutions to ensure a smooth and impactful learning experience.
Embrace Digital Learning
For businesses still facing pandemic-related uncertainty, digital learning offers a safe and impactful method for delivering training. The CIPD 2021 Learning and Skills Work Survey highlights that a sophisticated approach to technology in L&D fosters a supportive learning environment, which in turn motivates employees to engage in continuous development.
Benefits of Investing in L&D
Keeping Roles Fresh and Exciting
Well-designed L&D programs equip teams with the skills to tackle new and challenging tasks, making their roles more engaging and dynamic. This approach helps prevent burnout and keeps employees motivated.
Future-Proofing Your Business
By investing in L&D, you prepare your workforce to handle future challenges and changes, making your business more adaptable and resilient. Multidisciplined employees can engage with a broader variety of work, enhancing overall team cohesion and workplace culture.
The Shift Towards The Great Upskilling
Learning and development provide a solution to The Great Resignation by shifting towards The Great Upskilling. With competitive salaries no longer being the top priority for many employees, particularly younger generations, investing in their growth and development can be a more effective strategy for retaining talent and closing the digital skills gap.
Conclusion
Investing in learning and development is one of the best ways to retain current employees and attract future talent. By enhancing your L&D programs, you not only improve employee satisfaction and engagement but also future-proof your business.
Curious about the impact of L&D on employee experience? Read the full HRLocker learning and development white paper and start building a team fit for the future of work.
