Some companies have trouble keeping employees for a long period of time. It may reflect management style, the current economy, or simply be a reality common to organizations in that industry. The managers of these companies question the value of the training courses. After all, they reason, why pay for PowerPoint training if the employee is going to pack up and go?
To appreciate the problem, flip the question. Can you afford not to train employees who don’t leave?
Training is the key to success for many reasons. It is not about the investment in that employee but about the investment in the company.
The staff that will be leaving are still working for you at this time
Even if an employee leaves in six months, it will still be six months of work. Wouldn’t it be better to have a trained specialist rather than an untrained novice at the time?
PowerPoint training can be a long-term investment, but it comes with a significant short-term payoff. For the cost of a day or two of attending a course, you get someone who is better qualified to do the job. You see higher production and higher quality.
A trained user can pass on that knowledge to others. The templates created by this worker can be used by the company long after the person leaves the organization.
PowerPoint training has a positive effect on morale and recruitment
Sending staff to training sends the message that they are valuable and encourages them to stick around. Most people like to learn new things as it keeps the work interesting. Work becomes less frustrating when they really know what they’re doing.
An aggressive training program is a powerful component in attracting new talent. Today’s workforce has a strong “what’s in it for me” attitude. They value staff development programs as much as salary, health insurance, or other traditional perks.
Why do people leave?
This can be the hardest part of running your organization. Analyze the situation carefully. Who is leaving and why?
Employees are often afraid to talk about the real reasons they are unhappy, for fear of retaliation. Create an environment that is open and non-judgmental so that they feel comfortable expressing their concerns. Don’t take complaints personally. See them as opportunities to build a team that will give you a competitive advantage.
A common source of employee turnover is compensation. If your salary or benefits package lags behind others in the industry, people will go to greener pastures. Your budget is not infinite, so it is unlikely that you will be able to implement a generous package right away. Find creative ways to show employees that you appreciate them. Something as simple as positive feedback doesn’t cost you anything, but it creates an environment that people want to work in.
Refusing training due to rotation is a counterproductive policy. Get the most out of your staff by maintaining their skills. You’ll get happier, more productive employees, and it might even be a cure for the problem.