Managers can build Effective Employee Development Initiatives
Business Management Review |
As the Great Resignation continues to rise, companies need to implement various employee retention and career mobility approaches.
FREMONT, CA: Companies need more strategies to attract and retain employees as the costs of the Great Resignation continue to rise. More training and development is one apparent method– according to LinkedIn research from 2019–as 94 percent of employees would stay with their business if it invested in their growth. The development of remote labor, on the other hand, makes the situation even more complicated. The largest difficulty is to engage people in remote training. Many businesses are attempting to address remote training with improved technology.
New delivery formats, such as cohort-based courses, and technology, such as virtual reality, can dramatically improve the effectiveness of remote training. However, involving managers might be a more cost-effective way to engage staff. According to a recent Gallup poll, the manager could explain at least 70 percent of the variance in team engagement. Unfortunately, most managers have a negative opinion of their Learning and Development (L&D) function, and hence this remedy appears to be frequently disregarded. However, managers have a great sense of their employees' abilities need to develop. Further research suggests that they are more likely than HR or training professionals to initiate training.
Companies should build a process to uncover and quantify training needs with the help of managers, which could take the shape of a periodical survey augmented by in-depth discussions with a small group of managers who can provide feedback and suggestions on training initiatives. For example, the global green energy company, Orsted, implemented this initiative in 2020 when it launched a Power your Career training program for its employees. It aimed to enhance employee retention and career mobility. Furthermore, managers may find it difficult to motivate overworked and busy team members to learn something new, but it is possible by designating proper space and time for learning.
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