The pandemic has caused millions of people to quit their jobs, leaving companies scrambling to find ways to hold on to their top employees and attract new ones.
Employers are getting a hard wake-up call around how competitive their offerings are – pay, benefits, flexibility – but these standard, albeit shifting, incentives aren’t the only options companies have for setting themselves apart. Another way to be competitive is to allow for personalised learning.
Learning and development programs can be an appealing benefit. In fact, skills training is one of the top perks younger workers look for in a new job, according to a 2021 Gallup survey conducted on behalf of Amazon. In that survey, 66% of workers – ages 18-24 – ranked learning new skills as the third-most important perk when evaluating new job opportunities, behind only health insurance and disability benefits.
Kevin Ashley – founder and CEO of the learning management system, myAko – has found that, in this challenging period, learning and development that caters to the staff of an individual company has made a significant impact on both employee retention and attraction of new hires.
Should you be interested, Kevin would be delighted to share his experienced insight into this matter with your team; detailing exactly why personalised training will benefit both employers and employees, and how companies in any specific industry can take advantage of white-labelling programmes to increase employee compliance. To arrange a consult, contact Corporate Culture.
