They say 40 per cent of employees who receive poor job training leave their positions within the first year. This is according to a recent study here.
Even if that’s an outlandish or incorrect statistic, it brings up an interesting point: if people don’t feel proficient in their role, they leave. We tend to focus on the other side of the argument—from the employer perspective—that if people aren’t trained, they just aren’t productive. This also has a cost, but a less engaged employee may be less costly than a lost employee. Keeping your best employees happy means providing them with more than a paycheck. They want and need a career path.
Training turns a job into a career. But what’s the real difference? What’s the benefit of turning roles into career paths? How can you turn around those dead-end jobs?
- Careers require applied skills that comes from continually acquired new skills; Jobs require attendance.
- Careers nurture employees and help them develop a well-rounded skill set; Jobs require baseline participation.
- Careers have purpose—both for the employee long-term and for the employer right now; Jobs are only about right now.
- Careers are about growing into new roles with new responsibilities; Jobs may only seek to fulfill tasks and duties.
- Careers are flexible—employees have the power to shape them into different cross-functional roles; Jobs may stagnate and keep you frozen in a certain position
- Careers attract committed and loyal workers because they demonstrate an employer’s promise to invest in them; Jobs are for the transient, the uninterested.
- Careers give employees faith that they are an essential part of the team; Jobs are replaceable, expendable, and exchangeable.
Training gives employees more opportunity to challenge themselves and offers the employer a way to develop their talent. Trained employees are better equipped to answer customer questions, close more sales, implement systems more effectively, and elevate a typical job to a more prestigious career.