The struggle for retaining good talent is likely to continue in 2022.
Constant digital disruptions and increasing corporate complexities have reshaped
today’s employee, while incessant uncertainty, and emerging technologies have
all placed a higher impetus on skills. A Mckinsey research has pointed that hiring for skills is
one way to bring in the right influx of talent and ensuring that the workforce remains
competitive. However, the buck does not stop there.
If these people aren’t provided with the right kind of learning and
development opportunities, chances are that they may continue to leave. The
Mckinsey Great Attrition research shows that one of the main reasons
people quit is because they do not have enough opportunities to learn new
This discussion brings the spotlight back on the importance of Learning
& Development (L&D). The onus of ensuring that employees have access to
the growth opportunities they crave for during their tenure with the
organization rests largely on L&D teams. And for this, it’s imperative that
L&D teams are aware of industry trends, best practices and business
priorities in order to meet the challenges of skills shortage and talent
development. To make the most of employee training programs, L&D
professionals need to adopt an agile approach while building a comprehensive
and sustainable L&D strategy that encourages employee learning, and in turn
Here are five actionable insights that L&D can put to use for
achieving better learning and business outcomes for talent retention:
1.Offer Development Plans Related to Career Paths
We are in an age where employees like to be in control of their own professional
development and career growth. They seek development opportunities before
joining any organization, and the lack of such opportunities is enough reason
for them to quit and look for superior avenues.
This means that it’s a necessity now to offer employees career
development paths that align with their skills and help them better those
skills. Each role within the organization needs to have clear paths toward
future development. Employees should be able to be in a position to identify
their learning opportunities early in their tenure and then work with their
leaders on the development plans that suit them.
2.Focus on Leadership Development
Across businesses and industries globally, the significance of effective
leadership development is well established since long now. A Gallup poll says that companies giving priority
to leadership development can see employee engagement rates doubling and
earnings-per-share increasing by 147%.
Leadership training is essential at all levels and it’s
important that organizations focus upon having have proper leadership
development training programs in place. Organizations ready to invest in effective
leadership development programs are sure to see higher returns. In order to
ensure that employees are motivated, it’s necessary that leaders know how to
lead teams positively. It is their responsibility to encourage a culture that will
help the company as well as employees grow and thrive. Leadership development
should be a priority for every organization irrespective of whether it is
operating remotely, physically or is in a hybrid setup.
3.Build a Culture of Continuous Learning
When it comes to talent retention, a key consideration is offering professional
development that is an ongoing routine where employees continuously seek out
new knowledge and skills to constantly improve their work. Continuous learning can foster talent that contributes to
business productivity by innovating, and formulating new strategies.
However, while building a learning culture is crucial for organizations
to future-proof their workforce, it is easier said than done. The current workforce
has gone digital and is globally dispersed. So, it’s up to L&D to build a
culture of learning to help employees scattered across different locations to stay
relevant and competitive in the years to come.
4.Engage and Motivate employees
Given the constantly evolving nature of today’s business, it has become
absolutely crucial for organizations that their employees feel completely
connected to the core of the organization in terms of values and aspirations.
In simple terms, each employee needs to be engaged at the workplace in order to
perform better and add value.
Employee engagement has now become the glue that binds
employees with the organization. And, to engage and motivate today’s employees
it is vital to offer them L&D opportunities so that they can develop newer
competencies. When employees are highly engaged and have access to relevant
skills to further their careers, they are more likely to stay with the organization
and work towards a collective business objective.
5.Invest in a Robust LMS for Effective Employee Training
We are in a time when more employees have transitioned to remote and
hybrid work. Investing in a robust Learning Management System (LMS) is one of
the best bets to ensure strong employee development. Organizations can create,
manage, distribute and analyze their end-to-end training programs seamlessly through
a feature-packed modern LMS. Investing in a robust corporate LMS can offer
several benefits for any business irrespective of shape, size, headcount, or
An LMS offers myriad benefits when it comes to employee learning with
the right features, tools and support to deliver and administer training to employees
according to different needs and specifications. It allows employees to access
training programs from anywhere in the world as per their convenience and time.
It also lets them self-analyze their progress and identify their skill-gaps paving
the way for improvement. Read our eBook to know more about how an LMS can make
learning easier for modern learners.
As technology progresses, organizations need to launch more efforts to offer learning opportunities to their employees that are related to their skill sets. The terms and conditions for a great work culture are fast changing, which in turn, has led to a deep impact on the battle for talent. L&D teams must step up to the challenge to effectively retain their people by providing them with the opportunities they want for growth and development