Training Industry Magazine - Fall 2022 - 47

and training investment return can go
unrealized. There is a financial incentive
for companies to strategically invest
in employee retention over external
recruitments - more than that, there is
shared value creation.
mobility, career pathing and employee
retention fell toward the bottom. "
Upskilling and reskilling without any tie
to career mobility and compensation is a
recipe for an employee to leave seeking
a new opportunity and higher pay and
benefits to compensate them for their
new value-added skills and experience.
INVEST IN YOUR
CURRENT PEOPLE
WITH CAREERCONNECTED
LEARNING
AND
REWARDS.
Are You Learning
and Earning?
If a person grows in their career and
pursues
learning,
do
good
things
happen for both the company and them
personally? What rewards will a person
receive when they learn and improve
their skills, and hopefully improve
performance at their organization?
A
recent LinkedIn
report
states,
" Learning leaders can create more
robust, sustainable programs by
connecting skill-building to career
pathing, internal mobility and retention.
However, many L&D pros haven't made
this connection yet. While 46% of L&D
pros said upskilling and reskilling was
a top focus area this year, internal
There are many ways to reimagine
employee retention, but L&D leaders
should start with an exercise in showing
your people that they are valued, heard,
seen and have agency. Start by asking
employees what they need, what is
working, what is not and drill into the
" why " when it comes to building the
TRAINING INDUSTRY MAGAZINE - FALL 2022 I WWW.TRAININGINDUSTRY.COM/MAGAZINE
The advice to stay at a job has often been
distilled down to this false dichotomy:
Are you learning or are you earning?
What if you can do both?
End-to-End Employee
Experience: Start by
Valuing Your Employees
What is the perfect people solution to
achieve optimal business performance
to compensate for career opportunities
tied to financial rewards? What career
movement
individual's
makes
sense
strengths,
for
the
motivations,
experience and business needs? From
a technology standpoint, how do you
connect learning systems to skills to
your internal talent marketplace and
financial incentives?
employee experience. Ask managers.
Ask a diverse cross-functional group of
people from different perspectives and
especially the people responsible for
benefits, talent, learning, finance, career
coach experts, psychologists and even
your data scientists or technical teams
that can help automate information
sharing and reporting. Gather data on
why people leave and stay. Perform
stay interviews.
Then, digest the information and look for
trends. If you lack psychological safety
for people to share authentic insights
at your organization, go through exit
interviews in addition to your company
reviews online. L&D leaders need to
work closely with HR and the finance
team to optimize the hiring process while
also staying focused on upskilling and
motivating employees to pursue career
growth and learning opportunities that
are financially compensated. Invest
in your current people with careerconnected
learning and rewards.
Start small, test, ask, listen, iterate and
grow. Grow your people and show
them in every action that they are a
valuable part of your organization -
because they are.
Katy Roby Peters is the global head of
marketing at Valamis, an international
learning technology company. Peters
is
passionate
about
building
ethical
business models and has worked in
marketing and PR in multiple industries.
Email Katy.
| 47

https://www.valamis.com/hub/career-mobility https://hbr.org/2011/01/the-big-idea-creating-shared-value https://learning.linkedin.com/content/dam/me/learning/en-us/pdfs/workplace-learning-report/LinkedIn-Learning_Workplace-Learning-Report-2022-EN.pdf https://hbr.org/2022/07/its-time-to-reimagine-employee-retention https://hbr.org/2022/07/its-time-to-reimagine-employee-retention http://valamis.com/ https://www.trainingindustry.com/magazine

Training Industry Magazine - Fall 2022

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