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L&D is an integral part of retaining employees. 63% of workers who quit their jobs in 2021 reported no opportunities for advancement as a reason for their decision. Investing in training and upskilling within organisations proves necessary in retaining existing talent.
Offering continuous learning and upskilling opportunities for employees helps them develop new skills and knowledge relevant to their roles. These can include access to self-paced online courses, workshops, and programmes that fit in with other commitments. Investing in their growth demonstrates a commitment to their long-term success within the organisation.
Companies recognise that skills gaps are one of the biggest challenges they will face in the coming years. More than two-thirds of companies say they have a skills gap but don’t have the resources to address it.
Work with employees to create individualised learning paths that align with their career goals and the company's needs. This approach shows that you value their unique talents and are invested in their professional growth. Personalised plans can include formal training, mentoring, and on-the-job learning experiences.
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According to LinkedIn, 94% of employees would remain with a company longer if given more development opportunities. Implementing formal or informal mentoring and coaching initiatives that pair experienced employees with those looking to develop specific skills or advance their careers can help knowledge transfer and strengthen organisational relationships, increasing employee engagement and loyalty.
These programmes impact L&D, but they can also positively impact mental health at work, promote inclusion, and improve holistic skills.
Use learning and development initiatives to prepare employees for new organisational roles. This can involve cross-functional training, job rotations, or project-based work that exposes employees to different business areas. By providing clear pathways for advancement, you encourage employees to envision a long-term future with the company.
Finding time to integrate learning into everyday work can be difficult for individuals, especially if learning isn’t made a priority at work. That's why managers should attempt to weave learning into daily activities to make it a core part of the company culture. Setting time aside for employees to actively learn can make them feel more engaged.
This can include setting aside time for learning, encouraging knowledge sharing among team members, and recognising employees actively participating in L&D initiatives. By making learning a continuous and valued aspect of work, you create an environment where employees feel supported in their growth and are more likely to stay with the organisation.
By implementing these L&D strategies, companies can create a continuous improvement and growth culture, crucial for retaining top talent in today's competitive job market. Employees who feel invested in and see clear opportunities for advancement within their organisation are more likely to remain engaged and committed to their roles, ultimately reducing turnover and fostering long-term success for both the individual and the company.
