Insider Intelligence: Training’s Role in Employee Retention

Onboarding new employees is no small undertaking. I noticed how much more employees were invested in their long-term careers when the company provided meaningful training. During the interview process, many candidates inquire about what company training is available. Commonly, personal development opportunities (or the lack of them) can influence a candidate’s final decision.

When I took on the program, there were issues when employees transitioned to day-to-day tasks and began interacting with customers. Employees left training unsure of how to troubleshoot basic customer issues, causing repeated unnecessary outreach to supervisors. Many decided to leave due to inadequate training.

When looking at available resources, I found gaps. We were using an online Learning Management System (LMS) for employee training, but the courses were quickly becoming outdated after bi-weekly policy changes were implemented. We updated the materials and ensured they would be updated with any new policy changes as they occurred. Training new employees using these real-time digital resources had a huge effect on navigating their daily tasks. 

Implementing structural changes to the program allowed new employees to drastically reduce the amount of unnecessary supervisor outreach. Following the re-envisioned onboarding program and adjustments to the training, new employee turnover decreased drastically in a matter of months.

Encouraging Professional Development 

Career development initiatives can support employees’ long-term professional development, leading to employee retention. In my re-envisioned onboarding program, we trained the trainers and set clear expectations. This helped some teammates transition into supervisor positions.

I changed the training from primarily peer-led, shadow sessions to sessions facilitated by true Subject Matter Experts (SMEs). Many security organizations already incorporate job shadowing into their onboarding plans and pair seasoned employees with new hires to encourage peer coaching.  

Offering opportunities for tenured employees to train, mentor, and coach not only strengthens the company’s leadership pipeline, but also cultivates a culture of growth and engagement.

Ultimately, creating clear pathways for career progression enhances employee satisfaction, productivity and loyalty, ensuring that your workforce remains motivated and committed to the organization’s success.