Investing in employee health is not only good from a moral point of view, but also from a business management point of view. Dissatisfaction with the team leads to frequent sick leave, searches for an online casino for instant play to escape from routine, reduced productivity, and staff turnover. The US Comprehensive Benefits Institute estimates that all of this costs US employers $ 575 billion annually and 1.5 million workdays in losses.
While many organizations are already investing heavily in employee well-being programs, not all are focusing on improving their skills.
Taking a break from exercise and meditation certainly plays an important role, but if a person doesn’t believe in their abilities, it can have a huge impact on morale and productivity.
The State of Skills 2021 study contains interesting findings
- Employees who are unsure of their own skills feel less productive and more stressed and stressed.
- 46% of survey participants said they would quit if the employer did not pay attention to professional development.
- Almost half of those surveyed believe that their skills will become obsolete in the next five years.
This is also supported by research from Myers-Briggs. Participants believe that employee well-being is most effectively enhanced by tasks that require learning and challenging jobs that expand skills and knowledge.
Take a Collaborative Approach
People are most motivated when they learn what they like. So instead of defining a must-have list of skills, let employees make the decision for themselves. Ask them what skills they would like to acquire and what would make them more satisfied.
Likewise, employees and management will be able to take part in the formation of useful programs and initiatives. It can also be a great opportunity for leaders to make recommendations based on business goals.
Implement up-to-Date Training
It is important to provide an opportunity for employees to acquire those skills that can be useful in their current position and that can be immediately applied in practice. This is the best way to ensure continuous learning. The manager needs to help employees identify a list of skills that will be valuable to the business in the future. To determine the level of knowledge and gaps in it, data collection or various tests can be carried out. Employees feel much more confident when they have the up-to-date knowledge to get the job done effectively, which in turn instills confidence and can have a huge impact on their overall well-being.
Teaching should be thorough and deep. There is nothing more frustrating than spending a few hours learning a new skill that will become obsolete in a few months. Encourage people to acquire knowledge that will benefit their careers in the long term.
Recognize Employee Successes
Ignoring employees’ efforts and successes can be just as damaging to their well-being as skills that quickly become obsolete. In order for employees to continue to consciously invest their time, energy, and experience in the learning process, it is necessary to make them understand that the company is interested in their development.
Financial incentives are an obvious form of recognition and reward for employees, as is promotion. Give them the opportunity to work on another team or on a short-term project. So they can take part in an unusual test and show new skills.
A career is not just a job change. It can be a mosaic of different projects and challenges that combine to provide valuable experiences.
Make Learning Your Main Strategy
Continuous learning is essential for creating a culture of personal growth. These do not have to be formal courses. Podcasts, articles, and online videos can serve as an educational function. Give employees the ability to track their progress.
According to the Ebbinghaus Forgetting Curve, without practical application and reinforcement, we forget 90% of the information we learn within one month. It is necessary to create an environment in which employees can apply new skills. Or it is necessary to constantly strengthen knowledge through continuous learning.
Professional development is not the only factor in employee well-being. However, by changing the approach to training and applying knowledge, as well as paying attention to the encouragement of employees, it is possible to guarantee their well-being.