Companies often invest a lot more time, money and energy in the professional development and training of new hires than established employees. According to Forbes “spending on corporate training grew by 15% (the highest growth rate in seven years) to over $70 billion in the U.S.” Yes, that’s right, billion with a “B.” It can be easy to overlook your regular players, but the importance of continued development cannot be understated for not only your company bank account, but to keep engagement high, which then leads to productive employees.
I hate to toot our own horn, but The DAVIS Companies does a great job with training new hires. We have a well-thought-out new hire training program which includes hands on, gamified and classroom-style training sessions. To follow we then pair our newest DAVIS member with a mentor to keep the learning process going. The mentorship program is six months, which includes weekly one on ones, weekly and monthly goals/incentives and excellent resource for the new teammate.
As DAVIS’ Learning & Development Coordinator I’ve noticed that, despite our robust onboarding program, we have room for improvement when it comes to leadership and management training. This group of individuals are feeding the brains and motivating the minds of others, so we must not forget how important it is keep training an ongoing process for all levels of the organization. As such, our newest initiative is identifying the areas of improvements and strengths to create a training program and cross-train where we can.
It has been shown that 63% of Millennials feel that their leadership skills are not being fully developed. However, no matter what the generation, continued improvement is fuels employee engagement, motivation and reduces turnover. How does your organization invest in leadership and management training? Do you have any resources that you would recommend? Comment below or Tweet us @TheDavisCos.
