Investing in talent development for your employees benefits your bottom line.
You’ve probably heard this paradox:
What if we train them, and they leave?
What if we don’t, and they stay?
Where does your organization stand on these questions?
The 2017 Gallup State of the American Workplace report asserts that “the key to an organization’s growth has been and always will be its workforce.” Employee retention and engagement are more than buzz words; they are critical components of the overall performance of an organization.
According to Gallup, “The desire to learn and grow is a natural human need and one that is required to keep employees motivated and progressing. When employees feel they are learning and growing, they work harder and more efficiently. And the best employees are never quite satisfied with their work. They always strive to find better, more productive ways to work. In this kind of work environment, innovation emerges. When people grow, companies evolve and grow and are more likely to stay in business.”
Renee Gendron, in a blog for the Association of Talent Development, writes that employers can be proactive and intentional about the professional growth of their employees. According to Gendron, “When employers develop their own talent, not only are they saving money because they have lower turnover rates, but they are also developing their own internal leadership skills.” Building leaders from within helps to create stronger teams in an improved culture of development.
Likewise, a recent Robert Half blog entry discusses some reasons why investing in employee growth is a smart idea. They suggest that professional development will:
- Increase collective knowledge of your team
- Boost job satisfaction
- Attract the right kind of job candidates during recruitment
- Enhance the organization’s appeal to prospective and incumbent employees
- Identify future leaders from within the organization
- Increase retention
“Unfortunately,… many organizations spend more on recruiting new talent than developing the top talent they already have; that has to change in order for companies to be successful in a tight talent market.”
— Joyce Maroney
Kronos Incorporated & Director of the Workforce Institute
CCWA partners with hundreds of employers each year to offer a wide range of professional development services to engage your team. Our custom-designed programs may begin with an assessment, followed by the creation of tools to fill performance gaps; then, we can provide training and coaching solutions that allow your employees to reach their full potential. If you’re interested in learning more about CCWA’s client services, please contact:
Client Solutions Manager
Community College Workforce Alliance