Employee engagement is key to employee, and ultimately, company success. Effective managers, training and upskilling programs, and teambuilding can all contribute to higher employee engagement and therefore performance. However, regular goal setting is another crucial step for improving employee performance, and the practice should not be limited to January 1st or during annual reviews.
In the retail industry, it can be difficult to find and retain reliable employees who have a developed set of soft skills. Whether hires simply don’t work out or leave to look for different career opportunities, low retention rates make finding strong leaders you trust to run the day-to-day operations of your business nearly impossible. One solution to boost retention rates and prepare your employees to take on leadership roles is investing in comprehensive soft skills training.
It’s a scene that plays out on factory floors, in warehouses, and at work sites across the country: a talented worker is promoted to a supervisor position, but struggles to adapt to the new role & responsibilities. While they were skilled at their previous position - which is why they were identified for promotion in the first place - moving to a management role presents a slew of new challenges and requires these supervisors to develop a variety of new skills.
Innovation and adaptability keep the world of industry constantly moving forward, expanding business opportunities, offering more jobs, and nurturing a growing global economy. Advances in technology over the last few decades, however, have simultaneously created new jobs while rendering many other positions obsolete. Worry over automation and artificial intelligence replacing low and middle-skilled work has troubled a workforce that has been historically confident in their job security. But the digitalization of formerly analog positions is only the most recent “revolution” in a series of changes over the last several hundred years. For businesses looking to retain loyal employees and become competitive in hiring, embracing change and implementing comprehensive training programs is essential.
The recruitment and employee development landscape is rapidly changing, due to a new focus on skills and learning credentials. The reliance on a traditional job description and looking for certain college degrees to judge candidate quality is an outdated procedure. Likewise, employee development has evolved significantly. As we head into 2018, here are the top three recruiting and employee development trends to watch out for:
In-depth employee training and education is necessary for almost every industry. Well-trained employees will benefit your company long-term by being confident and skilled in their positions. Employees who are confident in their level of training and skill, who know that they are working toward a fulfilling career with opportunity for growth, are more likely to stay. Lower turnover rates can improve productivity, productivity, and product quality. Offering comprehensive training courses to your employees can translate into more profit in the long term and a more positive workforce in the immediate future.
Last week, we examined the importance of having employees with well developed soft skills, and laid out the first two steps for developing an employee soft skills training program. First, you should perform a training needs assessment to identify which soft skills your training program should focus on. After that, it's critical to clearly define the performance goals you’re hoping to impact with this training program.
There is no denying that soft skills are in high demand across the modern day workforce, regardless of profession or industry. According to a recent Penn Foster survey, 79% of employers said soft skills were important or very important to an employee's success at their company. Moreover, 64% of employers said there was a significant gap between the level of soft skills of the average candidate, and the level needed for success in an entry level role.
It’s no secret that the retail industry suffers from high turnover - with a median turnover rate of 67% for part-time employees.1 This presents many challenges for retailers, chief among them the ability to ensure a consistently and thoroughly training workforce. One position, in particular, that is critical to train and yet often gets overlooked is that of retail supervisor, employees responsible for overseeing store associates either within a department or across an entire store.
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