Guest blog written by: Lorrie Howard, Horizon Point Consulting
“Train people well enough so they can leave. Treat them well enough so they don’t want to.” – Sir Richard Branson
As another school year comes to a close, my boys have already started getting that end of year fever. To them the end of the school year means a break from learning. To me it means a summer filled with opportunities to teach them things they can’t experience in a classroom. With that comes the opportunity to encourage them to challenge themselves and set personal goals for what they want to accomplish during the summer (besides sleeping in).
Performance reviews are a great opportunity for leadership to sit down with employees and not only review their past performance, but to also help employee set personal learning goals for their future as well. While employees are an organization’s best asset, those assets are only worth what an organization puts into them. The more an organization encourages employees to seek out continuous learning opportunities and the more resources an organization provides for employees to do so, the more valuable the employees become to the organization.
There are countless ways for an organization to provide continuous learning opportunities. Regardless of the size of your organization, there are ways to help your employees grow in their careers. Some options include:
- Tuition Reimbursement Programs
- In-House Training Programs
- Webinars & Conferences
- Lunch and Learn Sessions
- Vendor Presentations (these are often provided for free)
- Mentor/Shadowing Programs
- Monthly Informative Newsletters
Providing training opportunities to employees not only helps them to increase their knowledge, it helps them feel more connected to the organization. Leaders can encourage employees in their efforts through continuous feedback and review of the goals set during the performance review process.
Are you increasing the value of your organization’s biggest asset through continuous learning?