Are you starving your staff?

In a time where many of your firms are looking for staff and having little success, I also see firms who are ignoring obvious things they might be doing to make themselves more attractive as an “employer of choice”. Consider the data in this article quote written by Paul Bergeron and published on the SHRM website:
Joe Dusing, senior director of learning and development for Paylocity, urged HR practitioners not to get tied up in the term “Great Resignation.”

“You shouldn’t be doing anything about the Great Resignation,” he said. “You should be doing something about employee experience. Every potential employee wants to know two things: ‘What are the skills that I need?’ and ‘What are the programs that you have in place to support me?’ If you don’t have answers, they likely won’t want to work for your company

Another source comes in this article written by Tina Minahan for HBR:

1. Use a broader lens for recruiting

2. Prioritize learning & development

The transition in the workforce has never been greater in my 40 years in the workforce and the opportunities abound for you to provide ways for staff at all levels ways to grow and develop. Your newer staff members are hungry for development and growth and many firms are casting a blind eye toward this as they spend money in other areas.

I have often hear clients complain about training and developing staff members who leave for another firm. Even worse if having people you don’t develop who stick around and that do not grow.

The choice is yours. Will you feed your future leaders or will you stand by and see them leave for greener pastures?