How well do you understand the reasons behind people leaving your business; both those who voluntarily resign their position and those you choose to let go?

Among the most common contributing factors to staff turnover among organisations I work with is a lack of investment in learning and development. Widening capability gaps and escalating behavioural issues are common reasons people struggle to succeed over time. A lack of career development opportunities is among the most common reasons hey choose to leave.

Widening capability gaps and escalating behavioural issues are common reasons people struggle to succeed over time.

While the importance of building a team’s capabilities is typically well understood, few leaders place the priority on learning needed. Reflect on the extent to which you and every leader in your business take deliberate steps to develop the talents and potential of your people. How well do you enable your team to successfully adapt to the changing demands and expectations of their role? Are you positioning people to take on greater responsibility over time and supporting them to advance in their careers?

Expect and inspire people to strive to keep growing throughout their employment, and indeed their careers.

Essential steps to growing people with your business:

1. Make talent management a strategic priority

The ultimate indicator of a strategic approach is how well you are able to access the talent you need when you need it, from within your business. A capable, growing and engaged team is essential to achieving strategic objectives at every step along your organisation’s journey. Begin by understanding how capable the people on your team are of meeting the demands of their role today as well as their potential to step up to the challenges of the future.

2. Plan for success

Reflect on each of your core strategic objectives and identifying capabilities required to enable success. Develop
learning plans for individuals and teams that identify ways in which you will deliberately foster these competencies over time. Expect every leader from supervisors up through the senior leadership ranks to understand and address the learning priorities of their team. Expect that they recognise the knowledge, skills and experience required for each person to successfully contribute to achieving the organisation’s vision.

3. Create a learning culture

Walk the talk and dedicate the time and resources needed to effectively train and develop your people. Place value on ongoing learning and create an environment where people feel motivated to share their knowledge and support their colleagues to grow. Hold yourself and each member of your team accountable to being open to, and actively pursuing, learning. Expect and inspire people to strive to keep growing throughout their employment, and indeed their careers.