Follow these topics: Weekly Links
I know I’m not the first person to write about this, but today I saw a couple of tweets sent in reply to me, from people I don’t follow or know if any way, that contained links to, well, something. Now, being tech-savvy, naturally suspicious, and generally cautious, I didn’t actually make any attempt to…
This is true. If you’re struggling to find new hires, you need to grow the people you have to take on more, and you don’t grow them without a plan on how to do that.
It would help if you had a talent development plan. Without it, you’ll find increasingly essential roles in your organization with no one to do the work.
That doesn’t seem like a good situation.
This brings me to that final point. Having a learning culture requires a plan for each employee and for different types of jobs. It requires coordination between the official training department, managers, HR, and the subject matter experts throughout the organization. It may look a bit messy. It may include some mix of internal training, external resources, job shadowing, self-study, and group learning. I’d argue that a true culture that promotes and encourages learning would leave open all of those possibilities. I’d also argue that your training staff isn’t just there to teach classes but to provide and coordinate all of those options. They are there to “provide opportunities to learn and grow”, whatever those look like for all of your employees who wish to do so. They are key to retention but they cannot do it alone. The culture must reward and encourage learning and growth in meaningful ways or all the training staff in the world won’t make a difference.
Ant Pugh asks an interesting question: Do you feel responsible for your learners and their development? He spends the better part of that post making the case that yes, teachers, trainers and other educators are, in fact, responsible for whether the students learn or not. I tend to agree with him, to a point. Yes,…
Now, the shortage of people leading to overworked stressed, and burned-out workers is the headline, but if you look at the reasons given in the article below, it’s not “just” that. It’s where that situation leads. When you’re short-staffed and constantly putting out fires, you don’t really take the time to think about showing appreciation, helping employees grow their skills and careers, or creating a diverse workplace.
Yet those are the exact things that employees are looking for elsewhere.
Appreciating and growing your employees is not something that is “nice to have” anymore. It’s a requirement.