- Corporate College Announces Summer 2017 Classes
- CDL-A Commercial Truck Driver Training Starts May 22 & May 31. Apply Now!
- Summer 2017 Professional Development Classes
- Register Now for Nurse Assistant Training for Nursing Homes, Classes Start June 6
- Apply Now! No-Cost CDL-B Commercial Truck Driver Training, Classes Start May 8 & May 22
- Workforce Development News – April 24, 2017
- Caregiving at Home Special Edition, May 3, Enroll Now – Only $15
- The Power of Corporate Myths
- Workforce Development News – April 17, 2017
- Patient Care Technicians are in demand! Apply now for the July class.
Leadership for Life – Keep the Pipeline Open
Our Leadership experts will be sharing tips and insights for everyone, at any station in life, at both home and work. Leadership for Life – the skills you embrace represent who you really are at all times.
Perhaps you’ve heard that in the next few years, there’s going to be a mass exodus of leadership talent from companies across the nation. This same prediction has been made periodically for the past 10-15 years, but with two recessions and other national issues intervening, many experienced managers and executives have postponed their retirement plans until after the economy and their investments recover. The result is that when the economy does recover in earnest, as we keep hoping it will, all those delayed retirements are going to hit all at once.
No one can predict what’s actually going to happen in the next few years, but we do know that in any economy, a robust talent pipeline is a major element of long-term competitiveness. And by talent, we’re not just talking about identified leaders and managers. Your front-line individual contributors – the people working on the factory floor – need to be included in that mix, too. Sarah Jones, chief executive of UFI in Great Britain says, “Organizations must focus on nurturing talent if they are to survive, grow and succeed. The continuous development and growth of people is inextricably linked to business performance.”
Some might ask if simply recruiting new employees with the needed skills might be more effective than training. A British research report compared the impact of recruiting externally with that of developing employees. Three quarters of the 1,189 companies involved in the study felt that training their own staff was more beneficial to their business than recruiting people from outside.
Another way to look at employee development is to identify the costs of not training your employees.
- If employees don’t provide quality customer service, how many customers will you lose and at what cost?
- If employees don’t know how to run a new piece of equipment, what is the cost of making and scrapping products that don’t meet customer requirements?
- If employees don’t work together as a team, what is the cost of employees spending time on unproductive activities like arguing, not communicating and re-doing work?
Finally, if your staff has been downsized, existing employees must take on additional responsibilities. Do they know how to do these jobs? To maintain customer satisfaction, you need to provide opportunities for employees to learn the new tasks now required of them. Now is the time to give these employees more support and training, not less.
Employee development at all levels needs to be a company-wide priority. It needs to be focused on creating a more agile, diverse, and productive workforce, and it can also be used as a recruiting strategy for today’s Millennial Generation as they enter the workforce in earnest.