At the start of the recession in 2007-2008, employees hesitated to leave jobs that they hated because they weren’t certain they’d find another position. That attitude changed when the economy started to recover, and the rate of employee turnover is once again on the rise.

Though many factors affect employee retention, the primary reason most people leave their current positions is that they feel they can only advance in their careers by heading to another company. It’s very expensive to replace a well-trained employee. An excellent way to combat talent drain is to introduce advancement programs that are easy to understand and well-communicated to your staff.

Training management software is the tool by which you can institute a comprehensive training program across all departments and locations within your business, providing your employees a way to feel fulfilled in their careers while supplying you with a steady stream of qualified applicants for internal positions.


Clear path for promotion

The dream of advancement at a job is what keeps good employees from leaving; however, too many companies fail to demonstrate how those workers can move forward. A recent survey showed that only 46 percent of workers believe that their company has a clear path for promotion, and only 60 percent believe they have advancement opportunities with their current employer.

Employees don’t want vague promises that your business promotes from within. They’re looking for a concrete plan that tells them what they need to do and which objective criteria they must meet in order to take the next step in their careers.  Many BlueVolt customers, like Mayer Electric Supply have very strong internal training programs that give their employees a clear path to follow for promotion.

Your training management software is the perfect tool for career planning. By creating elearning courses that build upon one another, you establish a progression of information that gives users the job skills they need in order to secure the promotions they want. An added bonus of using training management systems in this way is that you know each internal candidate who applies for an opening at your company has the proper foundational knowledge to succeed in the new position.


Cross training and cross development

Advancement in a company should never be limited to a single department or job type, as this approach hampers your ability to tap into the hidden talents of your employees and give them a chance to shine in roles they’d never considered before. The interpersonal skills of your top dispatcher may translate well into a new customer service position. Product knowledge and customer feedback give your sales team valuable insights into product development and the features your customers want.

Cross training programs encourage users to explore every advancement opportunity within your company, even for jobs they weren’t originally hired to do. Use your elearning courses as introductions to the various facets of your business, and permit users to discover new positions at their own pace. Doing so will pique employees’ interest in job descriptions that sound inviting or challenging, pushing them toward further training and higher engagement with your elearning program.


Uncovering hidden gems

Every year, standardized test results shock teachers all over the country. Students they assumed would sail through the material with ease barely scraped by, while some individuals who struggled in the classroom aced the questions.

Assumptions about performance are often wrong, not only in the classroom but in the workplace. You think the meek woman on your sales team doesn’t have the fortitude to be a project manager, the young man you hired only a few months ago lacks the job skills to be a floor supervisor and the salesman you never see doesn’t even get a second look when you consider applicants for a promotion.

It’s impossible for you to see the up-side of every employee on your own, which means some of your best talent slips through the cracks and into obscurity. Training management software prevents talent loss through objective measurement of every user’s skills. With this information, you can target users who score well in the critical areas you look at when trying to fill an internal position, even if these individuals didn’t apply on their own. Rather than seeing talent waste away in jobs that aren’t appropriate to their talents, you can put the right people in the right places and build a stronger workforce.

Your training management system should be the cornerstone of your company’s promotion policy by setting forth clear requirements for advancement while presenting users with an avenue for personal growth and fulfillment.

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