Workforce Development & Training

Developing your staff

By ActionCoach

“Train people well enough so they can leave, treat them well enough so they don’t want to” - Sir Richard Branson.

Many businesses these days, more so in these postpandemic times than previously, worry about whether staff will stay or leave. Worries about staff performing optimally or at the levels expected of them, inevitably impacts the attrition rate too. Finding appropriately skilled staff available to fill vacant positions can be ever challenging and so the situation perpetuates. But instead of worrying about whether employees stay or go, it is much better to pose the question, ‘What do I have to do to become the employer of choice in my sector?’

Richard Branson recognises that the most important people in any business are the employees; it is the employees that look after the customers who, in turn, take care of the business. However, if you talk to most business owners (especially of smaller businesses) and ask about their staff training and development plan, it rarely exists. Surely if it were that important then more businesses would have one in place? When it is perceived to take too much time and when companies do not track their training efforts, it is difficult to see the benefits. The question is, can you really afford not to make the time; time to put a plan together that would garner more engagement and maximise the performance and impact of the team? One thing is clear, for staff to want to stay, training and development is crucial - and for the business to continue to grow and thrive, so too is the development of the business owner.

As a business coach, when we first work with businesses, one of the key questions we ask is whether an organisation chart is in place. This is a simple question but very powerful in demonstrating how well the business cares about its staff and the role they play. Specific roles and expectations, lines of accountability and clear career progression opportunities show how staff can progress as skills and experiences develop. In some organisations, training and development is seen as a bolt on to the performance management cycle but ought to be an integral part of the day to day running of the business. An induction program shows new employees you care about their development and demonstrates the values embedded within your company. Ongoing development is then about extending and embedding skills to reduce dependency, promote authority and bring about positive change. It ensures consistency which is particularly important for all employees to be aware of expectations and best practice.

So, why should your organisation implement training and development? The benefits can be as broad and different as those who receive the training. • There is always room for improvement and when this is accepted, everyone from the business owner to the latest recruit, can strive to turn weaknesses into strengths to improve performance and productivity. • Training builds confidence and empowers people to grow. By each employee maximising their skills, they can develop their role and the role of others to achieve those more challenging goals to help the business grow too. • Investing in training demonstrates that employees matter. • Improving skills, taking on new responsibilities and liaising with others in positions of higher responsibility, fosters a sense of belonging. This goes a long way in making employees feel recognized which then promotes a further commitment to the organisation and a desire to become the best that they can be. • A strong commitment to training not only reduces staff turnover but enhances the company’s brand reputation to attract new talent.