Your teams are crying out for development and growth opportunities.
The data is clear. Investing in your team to build a strong foundations pays off in the long run.
An investment in the inputs leads to more outputs.
41% report plans to leave within a year if employers don't keep pace with the demand to provide training, learning and development opportunities - Forbes
Training leads to self-confidence (Devlin Peck) & self-confidence leads to better outcomes - Trine University Study
76% of Millennials report professional development is essential for strong corporate culture - Zippia
52% report needing to learn new skills within next year to continuing advancing in careers - DevlinPeck from SHRM data.
Yet what do organizations often do when times get tough and the pressure is on?
Cut training and focus on the outputs.
Be busier. Do more. Be more active.
More dashboards. More metrics. More Key Performance Indicators. More meetings about doing more.
Quick question....
How do you expect to maintain the outputs if you ignore the inputs?
How do you expect to get more of what you want (outputs) if you reduce or avoid what your team wants (inputs) like training and development opportunities?
By eliminating or cutting back training you
Reduce confidence of your teams
Set them up for performance declines
Risk talent churn
Undermine the culture of your firm
Undercut your managers and future leaders
For small to medium firms, late stage startups and large teams, putting together an inhouse custom built training and development program is not beyond your reach.
And there are loads of ways to increase learning without taking people off line
It doesn't need to be cumbersome, complicated or costly.
And sorting that out leads directly to more outputs.
Inputs > Outputs
Kommentare