“Super customer service. Nice working relationship/partnership.”
For many companies, it’s easy to lose sight of professional development as part of your HR process. Most departments emphasize finding and hiring the right candidate for the job, and employee retention plans can get lost in the shuffle. Unfortunately, this is a recipe for employee disengagement and high turnover. Disinterested employees are usually far less productive than their more engaged counterparts, and they tend to leave their jobs more frequently. That can end up costing your business in several ways, including more expensive hiring searches, lower production levels, and a negative reputation among potential new hires. Companies that pay more attention to their retention strategies are much more likely to avoid many of these pitfalls. In other words, hiring is just the starting point of the relationship between the company and the employee, and for that relationship to flourish, both parties need to contribute to the greater good.
Professional Development and Retention StrategiesFor many companies, there are many challenges to retaining employees. For instance, employees who are a poor match for a position are unlikely to remain for long. And companies with poor onboarding processes start on the wrong foot, leaving the employee unsure of their role or the company culture and making them more likely to seek security elsewhere. Often, workers start to feel they have no room for advancement within a company. They may believe their only chance for promotion is to leave their position, either for another company or to pursue further education. That’s why one of the most effective retention strategies is investing in your company’s employee development and ongoing learning programs. These programs can provide a significant boost to your company’s overall retention rate, providing a substantial return on your training investment.
How to Integrate Professional Development into Your Retention StrategiesWhile ongoing learning is a valuable retention tool, it’s essential to ensure your programs will provide the most benefit for both you and your employees. That means several things, including the following:
- Your program needs to be well-targeted
- Development should be as personalized as possible
- Programs must be convenient for employees
- You should have an evaluation component to ensure outcomes
- Balance cost of the program versus returns