Balancing Employee Training: Is It Worth the Risk if They Might Leave Soon?

A business owner asked his HR Manager:
What if we train our employees, their productivity increases… and they leave us in a short time?
The HR Manager replied:
And what if we don't train them, their productivity decreases… and they stay with us for a long time?
What do you say?

Along with training, make the atmosphere in the workplace friendly and progressive so that employees would not want to leave. Training is mandatory for growth in productivity and skills. Technology changes rapidly. Training and learning new things are like breathing for a company.

As very rightly put, we don't train, and ultimately the workman becomes a liability. Turnover of trained hands, competent ones is a living reality, and there are several ways to retain such precious talents. But the employer needs to be aware that such workers are of premium quality; the industry needs to retain them and so has to devise long-term policies for it. Devising them is the HR man's job.

The Impact of Management on Employee Retention

Surveys have consistently shown that people leave companies due to bad managers. If you train your staff well and they become highly productive members of the team, you must nurture them, trust them, pay them properly, and treat them well. Place them in a department with a useless and inefficient manager, and you will lose them as they become frustrated at not being able to do the job the way they've been trained. If they don't leave, they will just become passive and end up as ineffective as their manager or the CEO who refuses to fire unproductive line managers.

Similarly, if top management is not supportive of their staff, then they will leave. I am sure every member of CiteHR could relate a story about poor management they have encountered and the stress and frustration it caused. It is every bit as detrimental as the Covid-19 pandemic, and many businesses suffer because of it.

Dear colleague, you are training for skills that are in demand. Certainly, you rightfully deserve more benefits from the skill training you impart than outsiders. You need to craft a retention strategy to address attrition. This could involve enhancing wages, improving facilities, implementing suitable incentive schemes, creating career paths, and motivating employees to show gratitude for investing in them with specialized training. You need to figure out what would work best based on the identified reasons for attrition.

Regards, Vinayak Nagarkar HR and Employee Relations Consultant

Training is vital. If the organization does not train employees and productivity decreases, then it is a liability for the organization. Trained employees are also motivated, and they would stay with the organization.

Dear Friends,

Also, think about a situation where, for any reason, the company is forced to change its location, product line, process, or even shut down. In that case, good employers would always wish that their employees are in a better position to accommodate well. I believe that a trained employee updated with multiple skills would have better chances of survival. People might have experienced this in the current pandemic conditions...

Your comments please...