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Training and development are essential in the power generation industry. Your team needs your leadership in aligning their expertise to the demands of a rapidly evolving industry. Make sure they have the training and resources they need. Use these 3 tips to improve your process.

Encourage and Nurture Career Growth With Professional Development

In a recent Randstad US Survey it was revealed that the number one reason employees leave their jobs is the lack of a career path. Think about that for a moment, because it’s a huge problem. A lack of an individualized career path for employees shows a lack of commitment to long term staff, and those employees who leave know it. Companies must reevaluate their long-term retention strategies to include the kinds of succession paths and career growth opportunities that encourage and engage workers. If an employee feels that their company is committed to their success as an individual and in supporting their long-term growth within the company, they are more likely to feel satisfied on the job and motivated to do their best work on a day-to-day basis.

Make sure that your employees have the training and development needed to keep pace with the competitors. Encourage them in their desire to grow even if it means growing beyond their current scope or role.

Offer Training Opportunities

Employees are motivated to do their best work when they are learning the new skills and technologies that will make them more effective on the job. Employers who invest the ongoing education of their staff are likely to see employees more committed and loyal to their companies in the long term. It can be a challenge to stay on top of all the latest trends and processes that are needed to stay ahead of the competitors, but that doesn’t mean that they’re not interested in staying up to date. The support and investment of their employers will go a long way to employees empowering themselves to keep learning.

Lean In to Internal Career Growth

Employers know that it’s much more effective to retain and even retrain the employees that you have already invested in. Moral and career growth are both critical to employee retention because industry leaders want to work for employers who are invested in their future. Particularly for younger generations, employees are ready to move to a different job if the opportunity presents itself. Hiring managers need to address that issue upfront with a clear and effective retention strategy. But it’s also helpful to have dedicated learning and development programs or teams who are dedicated to incorporating those needs into the work itself. This may be through mentorship programs, cross-functional training opportunities, or other on the job training. Make sure that you are thinking about how your team can be leveraged in the future, as well as how they are effective today, to make sure they are growing and happy within their role.

For more help growing a strong and motivated team, connect with the experts at Williams Industrial today.

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