Retain your Team(s) with Opportunities for Growth

With "Quiet Quitting" getting a ton of press, more employers and team managers are looking at ways to retain their employees, especially DevOps, as skilled tech engineers become less available. One way to combat the exit of a valued team member or employee, is to offer them more than just fiscal rewards; don't get me wrong, fiscal rewards are always welcomed, but only addresses one part of a bigger issue. Research has shown that retention is easier when employers or organizations offer their team members growth opportunities, tailored to their specific job, that not only strengthen their knowledge of a specific skill, but also allows for growth within their field of expertise.

New opportunities and skills opens the door for your team member to advance in their field, which is important to those hoping to stay pertinent in the job force. For those already offering training and educational opportunities, they're ahead of the rest. A recent study published on Accesswire.com and conducted by Paychex, Inc., polled persons between 18-75 years old, asking them if they were happy at their current job? If not, what would make them happier in their role? Out of the 606 employees who responded to the survey, the findings were cut down the middle. Whether working hybrid or in an office setting, roughly more than half of those polled were happy with the current career advancements offered by their employer. For those who were not happy, they agreed that if their employer offered more career opportunities and education, they would remain at their current position.

Here are the top findings from the report.

1. 63% of those who responded, agreed that they'd remain at their job if their employer or organization provided better career advancement/educational opportunities.
2. Data analytics, computer, software, and marketing skills are the top hard skill employees felt they were lacking, and prevented them from advancing in their careers.
3. The top soft skills that those polled felt was holding them back were time management, digital literacy, and leadership skills.
4. Those in an office setting would prefer hands-on/in person training with experts in their field of interest. Not too surprising, hybrid workers wanted more access to a suite of online courses.

What the findings from this survey highlight, is that people crave the opportunity to learn, grow and advance in their career or area of interest. When employers/organizations provide such opportunities, everyone benefits in the long run.