Training, Learning and Development Folks – The Pressure is On

Training, Learning and Development Folks – The Pressure is On

They aren’t wrong. With the talent gaps being what they are in a number of industries right now, organizational leaders are turning to development and training professionals for help. Let’s face it, hiring gets a lot simpler if we have confidence that our culture and our internal resources will help these new folks that we bring in grow and continue to offer more and more value. We don’t need to wait for someone who ticks every single box that we are looking for, we can find the folks who are available now who tick the majority of them, knowing that our environment will make sure they tick the others in time.

Doing that successfully is a massive advantage in the competition for talent. Your investment pays off.

But, it puts the pressure squarely on those of us working in training and development, doesn’t it? We have to make that investment pay off.

Linked: It’s Time For Employers To Support Youth Mental Health
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Linked: It’s Time For Employers To Support Youth Mental Health

This is sometimes a missing piece regarding mental health and work. It’s not just the people who work for you, it’s the people who work for you with kids or other family members dealing with mental health issues. “Why do employers need to take a leadership role in addressing this crisis? For starters, young people…

Linked: Women in cybersecurity need more than inspiration
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Linked: Women in cybersecurity need more than inspiration

What Sherri talks about in regards to the security industry is something I’m seeing over and over again when reading about diversity. The child care question.

Let me share another resource on the topic with you. In December, there was an episode of People I Mostly Admire with Claudia Goldin, where she talked about the concept of “Greedy work”.

The topic she was chatting about was the gender pay gap and how much child care contributes to it, and one of the reasons we have a gender pay cap, aside from the percentage that is actually discrimination, is that greedy work doesn’t account for child care, but it pays more. So in many families, they have to make a choice between less pay and the flexibility to equally share the child care. The economics of that don’t usually make sense, so one parent takes on the greedy work to maximize the family income while the other steps back to a more flexible role in order to provide the majority of child care. With social norms being what they are, and the other issues that contribute to a gender pay gap, that most often means the man in a heterosexual couple, and here we are with women being vastly underrepresented in these types of positions.

Linked: Will mental health resources evaporate post-pandemic?
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Linked: Will mental health resources evaporate post-pandemic?

It just goes to show what I’ve always said, your company is not your family, it’s not even a friend, and it will always do what is good for itself first, second, and always. If something also happens to be good for you, great, but that’s never been the goal, so you have to make decisions based on what is good for you, not the company.

If you think that’s an overly negative thing to say about CEOs and upper management, go read those percentages again, and consider how many of those same people expect your loyalty, and your dedication during difficult times, without offering the same in return. Also, consider how many HR people have proclaimed themselves as being there for employees, and yet also think employees expect too much. It’s not overly negative when it’s true.