03
Nov

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Putting training front and centre: exploring the critical link between training and staff retention

 

 

 

 

 

 

 

As the health and social care staff shortage takes hold, worsened by burnout, the new double vaccination policy, and a low number of entrants into industry, retention has never been more essential. Becoming a training first employer can underpin your retention strategy by forging a critical link with staff development.


What the statistics say:

Up to date statistics for our sector are sorely lacking, but a report by Skills for Care in 2017 [i] highlighted that training provision is a key aspect of employees feeling valued. Simultaneously, there is confusion around training provision, expectations, costs, and whether the training is actually fit-for-purpose for the role expectations. It might be five years ago, but our experience of the sector suggests that these concerns remain valid, and that training is a big differentiator between organisations that excel, and those that struggle to retain core personnel.

To establish the true link between training and retention, we must turn our attention to the wider economy trends where:

1 in 4 workers plan to leave their job due to lack of learning opportunities

Post pandemic, while the number of people planning to leave their job globally is in fact far higher (51% of employees)[ii], 25% of those planning to leave cite a lack of opportunity to learn[iii]. Those who feel their employer provides quality learning opportunities are 21% less likely to leave their job overall, even for other reasons, and companies that are rated highly for employee training lose 53% less staff to attrition. In simple terms, more than half of your workforce is likely to stick with you and feel greater loyalty if you invest in their training and personal development.

Only 1 in 5 feel confident that they have the skills they need for the future

According to research by Gartner[iv], less than 20% of employees believe they have the skills they will need in the future for their role, and 70% believe that they don’t even have the skills needed for their current role. Moreover, their managers feel the same, with 64% of managers worried how their employees will keep pace with the future of their job. Training not only imparts new knowledge, skills and learning, but instils confidence and reassures employees of their abilities, retaining them within industry. At Tidal Training, this is why we provide role-relevant training, underpinned by a training gap analysis, ensuring all learning is adapted to the delegates in the room and their individual needs.


Employers don’t place enough emphasis on learning

Driven by restrictions such as time or investment, or perceived restrictions such as communication, 30% of employees cite that their employer doesn’t recognise or reward learning, and 22% cite that managers don’t encourage or enable learning[v]. Being a perceived enabler of training and providing employees with a guide to training is enough to switch employees from detractors – those who believe your approach is poor – to promoters – those who believe your approach is good. Promoters are significantly more likely to stay in role, take on more responsibility, or recommend your workplace to others. Speak to our team about a flexible training programme that works with your workplace rota.


Becoming a training first employer

Training is a simple and effective way to not only improve the quality and efficacy of your care services to clients, but also to demonstrate your value and appreciate to your team. At Tidal Training, we partner with our clients to devise a training schedule that upskills your teams, maintains learning, and provides job-relevant insights, without placing a significant financial or time burden on your business. This includes out of hours training provision if required, as well as flexible roll-on, roll-off courses that can fit with your team. Speak to our team on 01242 371 999 to plan your training schedule.


[i] Skills for Care: https://www.skillsforcare.org.uk/Documents/Recruitment-and-retention/Retain-section/EXECUTIVE-SUMMARY-TRANSFORM-RESEARCH-AT-EXETER-UNIVERSITY.pdf

[ii] https://news.gallup.com/businessjournal/186602/job-hopping-employees-looking.aspx

[iii] https://edume.com/blog/employee-retention-statistics-2021

[iv] Gartner, Shifting Skills Survey, 9/2018: https://www.gartner.com/en/newsroom/press-releases/2018-09-06-gartner-says-only-20-percent-of-employees-have-the-skills-needed-for-both-their-current-role-and-their-future-career

[v] https://get.degreed.com/hubfs/How%20Workers%20Learn%20Report_no%20date.pdf

 

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