Employers currently in the midst of recruitment will no doubt attest to the challenges it presents. Whether it’s a lack of suitable applicants, candidates being a no show at interviews, or finding an applicant with great potential only to have the person withdraw their application; it’s a really tough gig in the current market and is impacting industries and occupations across the board.

So, at a time when job vacancies are on the rise and quality candidates are few and far between, could this be the perfect opportunity for employers to instead look inward and focus on upskilling existing workers? Feedback suggests so, with many employees indicating an eagerness and willingness to learn new skills at work.

According to a recent report, on average 77% of employees aged 16 to above 50 years old are happy to learn new skills whenever possible during the working day. Additionally, 52% of workers in this same age bracket are willing to learn on the go, such as while commuting to work. The report also suggests that this eagerness to learn and get trained is a factor on employees deciding to switch employers, with over 60% of workers listing limited growth opportunity as one of the reasons for leaving a previous employer.

On-the-job training is one of the most important aspects of any employment. Not only does it improve output as employees increase their skills and knowledge, but it keeps employees engaged, improving job satisfaction and the likelihood that key workers will stay. It’s never been easier either, with a wealth of educational content available online and in person, business owners could look at focusing more energy on empowering, upskilling and rewarding existing employees by providing crucial training, in a bid to prioritise retention.

Introducing training and development initiatives at work doesn’t have to be a difficult undertaking, but it does require commitment from employers by way of adapting training methods and solutions in a way that is best suited to the business and workforce. This way, skill development will be more effective and attainable for employees. Different approaches on training and development can include:

  • Holding regular 1-on-1 sessions with each team member to review development
  • Investing more time in training and developing employees’ soft skills
  • Providing more time and budget for each employee to learn
  • Providing more choice for learning courses and formats
  • Designating and protecting time during the working day or week for learning and development
  • Providing more clarity on what training is needed to address skills gaps

Employees are an organisations biggest asset and in a difficult labour market, it’s more important than ever for employers to invest in its existing talent to ensure business growth and success. If you’re looking for support to develop retention strategies in your business through training and development, don’t hesitate to get in touch with our team via the chat box here or calling us on 08 6150 0043.

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