In a recent survey, 96 percent of employers agreed their commitment to continuing education enhanced employee job performance. Firms that provide regular training and continuous learning opportunities believe it not only strengthens workers’ knowledge and skills, but also helps them retain top talent.

It should come as no surprise that organizations perform their best when employees are in a growth state. Despite this fact, however, even the best companies and workers often put professional development on the back burner when pressing deadlines and day-to-day stressors take precedence.

Don’t fall into this trap. If you fail to make continuing education for your staff a top business priority, you may risk your best talent leaving in order to pursue learning opportunities elsewhere.

Why Do It

Industries and businesses are constantly changing. Continuing education is required for workers to stay current with the latest developments, skills and technologies in their fields. This, in turn, enhances your company’s competitive standing.

Certain professions require continuing education to comply with laws, remain licensed or certified, or maintain professional association membership status. For example:

  • There are typically two types of certification for nursing. The first is required for nurses to remain licensed in their state. The second enables them to qualify for higher-level degrees.
  • CPAs must meet continuing education requirements established by their state’s Board of Accountancy. It also is a requirement for American Institute of CPA membership.

How to Do It

Employees who have opportunities for professional development are more engaged and committed to their companies. Remind your managers to regularly hold career conversations with their employees to learn more about their learning goals, and then follow up to ensure developmental plans are supported.

  • Align training and development programs with your strategic business goals. This is a key to achieving desired business results. It also affirms your talent pipeline for succession planning purposes.
  • Focus on the individual employee. Every person is at a unique place in their own career. Even employees with similar job functions may have different skills or goals. You won’t know their true aspirations unless you ask them.
  • Build a culture of learning. This starts during an employee’s first days on the job. The way you approach continuing education at the beginning will set the stage for their entire tenure at your company. Starting with their onboarding period, new hires will look at the ways your training team operates and judge all of its activities accordingly.
  • Enable employees to share what they know with each other. Sharing knowledge with peers offers many of the same benefits as actually doing the task itself. Empower your employees to teach and support one another.

 

Consider partnering with Frontline Source Group!

We can help you design, develop and implement the training strategy that works for your business. Read our related posts or contact us today to learn more.