As businesses continue to strategize about growing in size and strength, finding and retaining employees is a crucial factor. Many companies look at hiring staff as investing in their potential. An entry-level position, if the successful candidate should stay with the organization for many years, can yield significant long-term benefits for both parties.
Some staff may start out in one area of the company but find, through collaboration and osmosis, that they’re actually more interested in another. Rather than lose them altogether, allowing these workers to transition to other departments or roles in which they’d be happier can often benefit the business in the long run. Helping them with additional training and education can aid in this process.
In ideal cases, companies can help their staff become more versatile and effective by supporting or reimbursing them as they take outside courses. A writer may become interested in graphic design by working closely with the design team on projects, or a clerk may want to help out with sales or finding new clients. While the person may have some of the skills required, taking specific courses or training related to this new field can make them much stronger in it.
Encouraging employees to enroll in related continuing education classes and funding them in the process can actually turn the employee’s position into a dual role. The employer may feel it necessary to increase their salary as a result, but the organization will still save money in the long run by having one person who can perform two different tasks, rather than paying two different people.
Funding Staff Training
As one of the biggest companies in the world, Amazon understands the value of helping its employees grow. The online retail giant funds degree and certificate programs for staff even in areas that are unrelated to its industry. Software firm Adobe offers its workers $10,000 annually for eligible education-related programs and materials, while online education software company Pluralsight reimburses staff up to $3,000 for “pre-approved college classes meeting specific grade requirements.”
Financial news provider Bloomberg and health-care company Kaiser Permanente also provide continuing education opportunities to employees, such as workshops and classes. PayPal offers a rotational education program for qualified candidates, and Microsoft reimburses its staff for courses and grants them access to the company’s own development classes, library, festival, and speaker series.
Investing in Employees
Not all companies excel at retaining employees once they hire them. However, making the company as appealing to work for as possible will help entice more people to stay with the organization. One way to help ensure staff don’t rush out the door for better opportunities is to contribute to their ability to improve themselves. While a company will often benefit from employees improving themselves, the individuals will not only feel a sense of personal accomplishment, but also gratitude towards their employer for investing in them. Some employees may feel increased loyalty to the company as a result; some may not. However, a successful company can afford to take the risk.
Offering incentives like continuing education and taking an active interest in employees’ long-term career development will encourage staff dedication and growth. While it may not always pay immediate dividends, this kind of investment in people is almost always worthwhile in the long run.
Robyn Naster Karmazyn | Contributing Writer