Interesting and kind of surprising release here from Office Team citing a much larger number of HR professionals concerned about training and developing employees than those concerned about losing the top-performing ones.
Goes against much of what we’ve been hearing, that HR leaders’ top worries heading out of the recession and into the recovery are centered around keeping disgruntled employees engaged and retaining the top talent that’s already poised to leave.
But the release also includes a link to a recent Robert Half study confirming what the Office Team respondents seem to be “getting” — that post-recession employees are looking to employers more for their help in making them more marketable than as havens of job security. Makes sense that a shaky economy would have instilled in them this new sentiment.
In a survey we just conducted at HRE, which is at the heart of our upcoming Sept. 2 cover story on what’s keeping HR executives up at night, 45 percent of the 802 HR executives who responded said their most significant challenge today is the need to keep employees engaged and productive, followed by retaining key talent as the economy recovers (34 percent) and the importance of developing leaders (33 percent). In that survey, and in our story, development initiatives were cited as key tools for boosting engagement.
I think what these findings all underscore is that training and development — often relegated to the bottom rung of corporate expenditures during weak economies — now appear to be employers’ top engagement tools, topping any other morale-booster, or employee survey, or communication initiative.
Indeed, training and developing recession-weary workers — not just for your sake, but for theirs — appears to speak volumes.