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5 BENEFITS OF INVESTING IN EMPLOYEE TRAINING AND DEVELOPMENT

As more business owners look to advance their own talent rather than continually hire new employees, they’re realizing the growing role employee development plays in their company’s success.

According to the Deloitte Human Capital Trends Report, leadership is the second most important concern for organizations. But a Bersin by Deloitte study of millennial leaders found that 30 percent of respondents did not feel ready to be in their leadership roles.

Savvy business owners are responding to that sentiment with programs designed to give employees the skills needed to grow in their roles and eventually take leadership positions. According to Forbes, U.S. spending on corporate training has grown to over $70 billion annually, including initiatives like on-site and industry-specific training, undergrad and MBA tuition reimbursement, and financing for certificate and degree programs.

Source: educationandcareernews.com

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Many businesses are at a crossroads. They want to steel themselves for a potential economic downturn and stay positioned for growth. They’re struggling to recruit skilled talent for critical roles while also contemplating workforce reductions or hiring slowdowns. And they’re considering pulling back on investments, like upskilling, that can help them create a more agile workforce while at the same time increasing digital investments that can give them an edge.
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For years, as scholars of organizational behavior and as corporate consultants, we’ve researched what you might think of as the value of values. We’ve conducted dozens of studies designed to determine how a clear understanding of individual and organizational values can affect decision-making, motivation, relationships, well-being, leadership, and performance. What we’ve discovered in this work is striking: When you align your organization’s values with both your strategy and the values of your employees - creating what we call values alignment—you reap all sorts of benefits: higher job satisfaction, lower turnover, better teamwork, more-effective communication, bigger contributions to the organization, more-productive negotiations, and, perhaps surprisingly, more diversity, equity, and inclusion. Our favorite finding involved the impact of values alignment on the turnover of chief operating officers. When we studied the divisions of one multiunit organization, we found that COOs whose values alignment was low needed a salary increase of 40% to become as likely to stay in their jobs as those whose values alignment was high. Imagine that: An increase in values alignment had as great an effect as a 40% raise.
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