How important is training and development to new employees? Many say it’s a primary concern – a recent report revealed 71 percent of millennials who planned to leave their employer within two years were dissatisfied with how the company developed their leadership skills. This concept isn’t limited to one generation – a survey by Skillsoft found 71 percent of managers ages 55 and above believe training is essential for giving employees the tools to succeed.
In fact, individuals are more likely to leave a company if they aren’t learning how to do their jobs better. Skillsoft’s survey revealed 30 percent of senior business leaders ages 55 and above would leave their current position for a job with better training and development. This number rose to 39 percent for employees 35 to 44 and to 47 percent for workers ages 25 to 34. Those in the 16 to 24 range placed the highest importance on training – 54 percent said they’d leave their current job for a more in-depth learning experience.
How Training Combats Employee Turnover
People stay with their employers for shorter periods of time than ever before. Many average just two to five years with a business, and a lack of proper training is a major reason why.
Therefore, it stands to reason that promoting employee development and learning keeps staff members from leaving for another company. In fact, according to Skillsoft, 60 percent of employees want to use their new expertise with their current employer.
Setting Goals for New Hires
New hires need measurable results to see how well they’re progressing in their training. They should set targets for improved efficiency, the ability to handle an increasing workload, a greater number of deadlines or anything else that pertains to their job.
Once these goals are set, managers, HR directors and training personnel should check in with new hires frequently to see how they’re doing. This is the chance to really integrate new employees into the company, getting them involved and going from day one. We’ve long said ongoing feedback promotes employee engagement, and the training phase is the perfect time to get new hires invested in their work.
These employee training goals shouldn’t end once an employee is fully on board. Every round of goal setting should include a business-related objective and something for the employee to learn or improve on.
In general, employees want to work for a supportive business that helps them learn and achieve new skills. Using goal-setting techniques to set a baseline for employee learning puts them on the path to becoming a well-integrated member of a business’s workforce.