Enhancing Engagement and Retention Through Employee Development

Ever since the Great Resignation reared its head in 2021, nonprofits have been struggling to recruit and retain staff. The nonprofit sector thrives on passion and purpose. Employees dedicate their time and energy to causes they care about and are often driven by a desire to make a difference. However, passion alone isn’t enough to sustain long-term commitment or satisfaction in their roles. Just like their counterparts in the for-profit world, opportunities for growth and development help nonprofit employees stay engaged, feel valued, and continue to contribute at a high level.

On the surface, employee development is straightforward: Train employees to improve their existing skillset and build new skills on top of that. But there are benefits beyond training. Employee development is also a way to maintain the success of organizations for the future. As organizations continue to grow, or as Baby Boomers retire and leave, existing employees are the key to keeping organizations stable and engaged in their communities.

There are multiple benefits that can result from creating an organization that prioritizes employee development.

• Engagement: Development opportunities show that the company values its employees, leading to higher job satisfaction and engagement.
• Retention: Employees who feel they are growing and advancing are more likely to stay with the company long-term, stabilizing the workforce and reducing turnover costs.
• Leadership: Cultivating internal talent to take on leadership roles ensures there is a steady pool of qualified leaders to step in to key positions when necessary.
• Productivity: Skilled and well-trained employees are more efficient and can contribute to better overall performance.
• Innovation: Employees exposed to new skills and ideas are more likely to innovate, bringing fresh perspectives and solutions to the company.
• Strengthens Company Culture: Development programs contribute to a positive and growth-oriented company culture, fostering collaboration and a shared sense of purpose.
• Cost Savings: Since it avoids recruitment costs and reduces the time needed for onboarding, internal development is often more cost-effective than replacing exiting employees.

The 2024 Workplace Learning Report from LinkedIn Learning notes that providing learning and development opportunities is the number one retention strategy executives planned to implement in 2024, with studies showing that companies with a learning culture have a 57% higher retention rate than companies that don’t. There are several ways to develop talent among your existing pool of employees. Some of the most impactful forms of employee development are free or cost little to provide – which is a plus for nonprofits which oftentimes have limited funds for training and development.

There are many ways to add to and advance the skillsets of employees—thereby having a long-lasting impact on your workforce and the long term success of your nonprofit.

• Provide on-the-job training and workshops
  • Offer job-specific, skill-building programs (in-person or online) that help employees learn new techniques or sharpen their expertise.
  • The impact of training positively impacts performance by equipping them with essential skills and knowledge which enhances confidence and capability.
  • Allow employees to work in different departments or roles temporarily to broaden their skill sets and perspectives.
  • Organize internal or external workshops to provide learning opportunities on topics relevant to employees’ roles or career goals.

• Career Development Plans
  • Work with employees to map out a long-term career path, including setting goals and identifying the skills they need to achieve them.
  • Meet with and coach employees on a quarterly basis to go over their development plans and keep them on track toward accomplishing their goals.

• Train today’s employees to become tomorrow’s leaders
  • Provide training focused on developing leadership skills, preparing high-potential employees for managerial or executive roles
• Network Opportunities
  • Encourage employees to attend industry conferences, trade shows, and networking events to expand their professional networks and knowledge.
• Mentor and Coaching Opportunities
  • Develop a formal mentoring program to help develop potential leaders on the team. If your nonprofit cannot support a mentoring program, consider partnering with other local organizations or businesses to find professionals to partner with. Allow time during normal work hours for mentoring sessions.
• Online Learning Platforms
  • Give access to e-learning platforms (e.g., Udemy, LinkedIn Learning, Coursera) where employees can take courses at their own pace.

Whether it’s through formal training programs, mentorship or leadership development, nonprofits can create a culture that prioritizes the growth and development of their staff. The long term benefits of encouraging development will ultimately benefit the organization through employee satisfaction, retention, and organizational success. Investing in people is investing in the future of the nonprofit itself.

UST understands that employee retention is critical in helping nonprofits achieve their missions. Leveraging the right strategies and building skill sets helps nonprofits retain engaged employees which leads to a more successful mission. For more ideas on ways to up-skill your valued employees, take advantage of UST’s Free 60-day HR Trial. UST HR Workplace is a dynamic cloud-based platform offering HR tools, templates, and trainings.

Sources:

How Professional Development Can Boost Employee Engagement – Wharton Online (upenn.edu)

https://learning.linkedin.com/resources/workplace-learning-report

https://ditasolutions.com/articles/the-role-of-training-in-employee-engagement-and-retention