Many studies mentioned that employee development is a crucial strategy to retain and attract talents, given that many people want their workplace to help them excel in certain expertise. SPE research found that three-quarters (74.6 percent) of employees want training and development in their choice of role, such that lacking personal and professional development could lead employees to consider leaving. Another research from Deloitte also stated that learning is the top importance of employees’ experience as it ranks first on their “First Outstrips Readiness” for employment trends study.
See also: Improvisation on Employee Development Programs
While employees and new talents are interested in working their way out to be an A-player in your organisation, some are just looking for job security and comfort in their B-team. In other words, not everyone has a thirst for development.
Companies try so hard to set up their learning and development programs but somehow the initiatives offered are not so engaging for employees. The reason behind these “not engaging programs” is that sometimes the benefit offered in the program is not obvious. It can be that the program does not align with employees career, needs, or wants. Other reasons are related to time and types of training.
Trevor Nagle in his story cited that development requires time and efforts. Money and aptitude are also two materials in every successful development. Yet, not every individual possesses this. However, while some employees said that they don’t want development, it does not mean that they will always say “no”. Sometimes, the answer can be “not right now”. When it happens, all you need is to wait until the employee is ready and convert the answer to a ‘yes’. When it does, the development will have more impact.
As a good employer, you should constantly help employees hone their skills to be able to compete in the ever-changing market. When your employees grow, your business will also expand. So, how to engage employees who constantly say no to development? Here are the tricks.
Is your program engaging? Does it align with your employees’ needs and interests? Does it benefit employees more in their career?
Those kinds of questions will help you get the right education for employees. Today, it is imperative for talent development to tap into the potential and preferences of all learners. That means social, mobile, manager involvement, and self-directed learning opportunities should be in your strategy.
According to LinkedIn report, mobile learning is on the rise with a 5 percent increase year over year. 75 percent of employees would consider and take manager suggested course, meaning managers are an effective way to reach learners to learn more.
You cannot force employees to take what they don’t want to take. This will only waste your time and money. That said, it is okay to let your employees stay in their B-team until they are ready for the change.
While waiting, you can embrace your B-players’ presence and keep your attention to each employee in the organisation. Eventually, your employees will accept and realise that learning and development are needed to thrive in their industry. You could suggest self-development activities and ideas that allow for self-reflection. This self-reflection will likely change their mindset.
As point number two suggests, waiting until your employees change their interest in development is advisable. However, you should not just wait. Remember that you need your people to grow in order to help your company grow. Hence, keep an open line of communication with your employees and spread awareness that development is important to their career. When you do this, do not be too pushy because it will make employees uncomfortable.
Lastly, when your employees change their mind and start learning, you should keep their spirit by supporting them with the tools and resources they need.
Read also: Singapore Business vs. APAC: Exclusive Upskilling & Reskilling Insight with Raghav Gupta, Coursera Director