How training can improve employee retention

The right training increases the value of an employee to themselves and the company. As they feel needed and see their contribution, they are less likely to leave the company.

For those of you who are wondering if there is a connection between employee retention and training, there is only one answer: DEFINITELY YES.

Training and the ability to do a good job are interconnected and affect the self-worth of employees. Training can influence the sense of success and accomplishment that are key to making employees enjoy what they do.

Here is how it works basically:

Each and every person (generally) wants to do a good job. They enter into an organization with the idea that they want to shine and contribute to the success of the team. With the lack of training they don’t know the rules of the game. They have the desire to be the best employee but they lack the how.

Many employers are afraid that training requires investment in an employee that can tomorrow use their skills somewhere else. Surprisingly for those of you who feel that way, training helps employee retention. There is only one condition to make the training effective in the area of employee retention – employees need to feel that their value increases in the company. If they have a sense of accomplishment and high worth for the organization, they are less likely to move on.

When people come to work they expect to be trained how to do their job well. If they don’t know what they are supposed to do, they feel alienated them from the organization and their job, and they are much more likely to leave. Functional training can be very useful in the attempt to retain employees because it teaches them how to do their jobs faster and better, producing quicker results and shining like a star (and who doesn’t want to be a star at work?).

What other methods of training can be used for employee retention?

Here are a few tips:

  1. Let them choose. If you have several options for training your employees, give them the opportunity to choose the area that they feel they need to learn more or that interests them.
  2. Co-design a program. Work together with your employees to create a long-term training program aligned with their personal and professional goals and the success factors of the company.
  3. Use certification and outside experts. Employees need to feel that they are not only growing your business but also growing themselves. Give them opportunities they can not find elsewhere. Outside experts have experience and can help you design training programs especially aiming at employee retention.
  4. Regularly survey your employees about their training needs with simple questions like “What is the most challenging part of your job?” or “What do you need to be able to do your job better?”

Following these tips you can co-create a training program that will keep employees satisfied and loyal to your company.

It is true that people go to work and find jobs that have good pay and benefits, but it is also true that they leave jobs they think are not the right fit for them. For example, if a sales person thinks they are not hitting targets and not meeting expectations, they are very likely to leave the company. Often, the reason behind them failing to perform is the lack of proper training and knowing “the rules of the game”.

People will leave a job if they find better occupation – more pay and more interesting job. They will rarely leave just because of better pay. Training is a powerful tool in keeping people interested in their job and making sure they feel valued and appreciated in the company. A job that increases a person’s self-worth is a job that they would like to keep.

Your best strategy as a leader of your organization is to provide training to your employees that will continuously increase their value, skills and contribution to the company’s success. In this way you achieve two goals – retain top employees and increase the skill-power and knowledge base of your business.

As a conclusion, I would like to leave you with a little food for thought – what is more expensive – training or recruiting, hiring and training new employees. If you ever think that investing in employee training to improve retention is costly, you should compare it to the cost of recruiting and selecting new quality staff for your business.

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