Training is essential at all stages of the employee lifecycle—before you even hire someone to when they leave the company.
The employee lifecycle is a human resources model that defines the stages of an employee’s career with the company to help guide and manage the process.
It involves the following stages:
In this seven-part blog series, we’ll discuss why and how to implement a good training program to support each stage of the employee lifecycle.
You’ve spent a ton of time attracting, recruiting and onboarding the best people. Now, how do you keep those people?
It’s becoming a perplexing problem for many HR departments. In March 2016, a Gallup poll indicated that “49.5 percent of employees were ‘not engaged’ and 16.5 percent were ‘actively disengaged.’”
Disengaged employees will be the first to leave your company, so it’s important to do all you can to engage them. Training is a great place to start.
Most employees are looking for ways to improve themselves and learn new skills. Offering ongoing development courses and classes will help your employees not only feel appreciated and valued, but also help them progress in their careers—and that’s a very good thing.
As this article explains, “When companies offer ongoing training, their employees will naturally grow out of their positions. This is a good thing. It is far less costly and time-consuming to hire or move internally than search for the right candidates, especially as we go up the professional ladder.”
So, how do you get employees and managers to take the first steps, log in and take the trainings you have scheduled for them?
Here are some ideas that have worked for other organizations:
- Offer incentives. Make the incentives fit your culture. For example, if you want the entire team to participate in finishing a course, then offer a special lunch treat or other group incentive to the entire team.
- Have a competition for most completely trained teams.
- Have a “learning pro” of the week or month award and offer public recognition for the smartest employee of the time period you select.
- Offer additional benefits or perquisites, such as an extra hour for lunch, new work tool, coffee with your CEO or other item that would be seen as a plus.
- Make training a priority and measure it in your performance reviews, with higher ratings to those employees who finish and apply the key learnings from the training.
Learn more: Top 12 Leadership Training Mistakes
Do you have any engagement tricks that work well in your organization? Share them in the comments section! And be sure to check back next week for our next blog on how training affects Development.
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