In the post-pandemic world, employees are placing greater emphasis on personal and professional development, with 92% of them considering training a deal breaker if choosing between potential employers. This growing trend, known as the Great Upskill, is a natural evolution of the Great Resignation or Great Reshuffle, as people seek greater fulfillment and engagement with their working lives. In this article, we will explore the importance of learning and development opportunities for employees, why tailored training is key to retaining and nurturing talent in the long term, and how training can have a positive impact on business bottom line.
- 92% of employees consider training a deal breaker when choosing between potential employers, reflecting the growing importance of learning and development opportunities in the post-pandemic world.
- The Great Upskill trend emphasizes the need for tailored training and career development paths that engage employees and reduce staff turnover.
- Investing in L&D not only helps nurture and retain talent in the long term, but also has a positive impact on business bottom line, with 81% of managers reporting a positive effect from training.
In the wake of the pandemic, there has been a major shift in personal and professional priorities, leading to what is now known as the Great Resignation or Great Reshuffle. Employees are seeking greater fulfillment and engagement with their working lives, and a major factor in this quest is the availability of learning and development opportunities. Recent research by e-learning solutions platform imc found that 92% of employees consider training a deal breaker when choosing between potential employers. This trend, also known as the Great Upskill, has important implications for businesses of all sizes.
The Great Upskill is not just about offering generic training courses to employees. It is about tailoring training to the needs of individual employees, and creating career development paths that align with their interests and goals. When employees feel that their employer is invested in their growth and development, they are more likely to be engaged and motivated, which can lead to higher job satisfaction and lower turnover rates.
The importance of creating development pathways early for talent cannot be overstated. According to the imc research, 52% of employees had left a role due to lack of personal or professional development opportunities. This highlights the need for businesses to take a proactive approach to training and development, and to follow through with their promises. Offering frequent learning and development opportunities can also help to retain employees. The research found that 86% of employees would remain with their current employer for longer if they were offered such opportunities.
It is not just junior team members who are seeking learning and development opportunities. Among managers, 22% now say they do not receive enough training in their current role. This finding chimes with the Great Resignation trend of an average of 20% of the workforce looking for new roles in 2022. In fact, 78% of managers would remain with their current employer for longer if they were offered frequent L&D opportunities. A clear development pathway is therefore key to retaining and nurturing senior team members.
While economic conditions may influence some businesses to tighten their belts, the rise in demand for well-rounded and tailored training opportunities across all levels doesn’t come at the expense of business interests. In fact, 81% of managers report a positive impact from training on their business bottom line. Investing in employee training and development can lead to higher productivity, better decision-making, and a more innovative and adaptable workforce.
In conclusion, the Great Upskill is a trend that cannot be ignored. Prioritizing learning and development opportunities for employees can lead to higher engagement, job satisfaction, and retention rates, as well as a more productive and innovative workforce. By creating tailored training programs and career development paths, businesses can nurture and retain talent in the long term, and reap the rewards of a well-trained and motivated workforce.
FAQ
Q: What is the Great Upskill?
A: The Great Upskill is a growing trend where employees expect their employers to offer better opportunities for learning and development. It was sparked by the major societal shift in personal and professional priorities post-pandemic, also known as the Great Resignation or Great Reshuffle.
Q: Why is learning and development important for employees?
A: Learning and development opportunities help employees to enrich their working experience, achieve more, know more, and be more engaged with the work they are doing. They also help to reduce staff turnover, keep employees engaged, and nurture and retain talent in the long term.
Q: What do employees expect from their employers in terms of learning and development?
A: Employees expect their employers to offer upskilling, training, personal and professional development, and engaging career paths for the short, medium, and long term. They want tailored training opportunities that align with their career goals and interests.
Q: How important is learning and development for employee job satisfaction?
A: Learning and development opportunities have a direct impact on employee job satisfaction. According to the imc research, 86% of employees would remain with their current employer for longer if they were offered frequent L&D opportunities.
Q: What is the impact of training on business bottom line?
A: Training has a positive impact on business bottom line. According to the imc research, 81% of managers report a positive impact from training on their business bottom line.
Q: How important is management training?
A: Management training is essential for retaining and nurturing senior team members. According to the imc research, 78% of managers would remain with their current employer for longer if they were offered frequent L&D opportunities. However, 22% of managers now say they do not receive enough training in their current role.
