Linked – 6 Problems L&D Can’t “Out-train”

Linked – 6 Problems L&D Can’t “Out-train”

I’ve also spoken to some in-house trainers who see this up close. People come to them because they lack some knowledge and hope the training will help them because their manager hasn’t given them clear direction. They don’t realize that they haven’t been getting a clear direction. They assume there is some skill or knowledge they are missing. Where do you go when there’s a skill you need? To Training and Development!

But the trainer can’t give you that clear direction about your job. That has to come from your manager.

Shared Links (weekly) Feb. 26, 2023

Shared Links (weekly) Feb. 26, 2023

Trust is Easily Broken

Trust is Easily Broken

Consider the message this sends to employees. This decision was made at a level above the person who is left to explain it to you. No one from that level wants to explain it or answer your questions. That’s not a trustworthy organization. That’s a leader hiding from people being impacted by their decisions.

That’s not a leader I’d want to work for. Some might even argue that they aren’t a leader at all.

When you lose that trust, you’ll lose the retention battle.

Linked – Resignations Can Become Contagious

Linked – Resignations Can Become Contagious

Humans don’t handle uncertainty well. They will seek out the path that has more certainty. You’re either providing that, or you’re not. If you’re not, you’re losing one of the important factors that impact retention. There’s a reason resignations are contagious. There’s a reason they go up right after layoffs or significant managerial change. We don’t like feeling uncertain.

Quick Thought – Your Employees Are Individuals not Statistics

Quick Thought – Your Employees Are Individuals not Statistics

Apply the same logic to the preference of where to work. If a survey says 51% of people think hybrid is a good idea, then it is true that hybrid is the option that would be preferable to most people. Are your employees in that 51% or the other 49%? How about you talk to them instead of relying on some study that tells you what most employees want? Your team might not be “most” people. They each have individual values and priorities. Do you know what they are?