A perfect storm of external and internal factors has meant that employers are in a unique situation where the power has shifted to employees. VLLC has helped many companies who are creating a personal development budget for their staff. These staff are utilising this to kick start their language journey knowing that it not only develops their personal skills but also their professional.
Why companies offering Personal Development for staff is that a combination of the ‘Great Resignation’, the impact of a huge social shift post-Covid to working from home along with changing expectations from workers in terms of their work/life balance and record low unemployment have all come together to create a whole new world of work. To keep up with these new paradigms, employers are seeing the need to revisit their employees’ experience in the organisation to not only attract outside talent from a smaller pool of candidates, but also to consider the effect of the company’s culture on the current team members.
Why companies offering Personal Development for staff is that a combination of the ‘Great Resignation’, the impact of a huge social shift post-Covid to working from home along with changing expectations from workers in terms of their work/life balance and record low unemployment have all come together to create a whole new world of work. To keep up with these new paradigms, employers are seeing the need to revisit their employees’ experience in the organisation to not only attract outside talent from a smaller pool of candidates, but also to consider the effect of the company’s culture on the current team members.
In these disruptive times, employees are questioning their priorities in terms of how they work, their working conditions and what motivates them. We all know how expensive the hiring and on-boarding process can be, so it makes sense to avoid staff turnover at the best of times, and even more so in the current climate.
So how do organisations navigate these disruptions? There are some basic things to consider in creating a company culture that will minimise the chances of your people leaving, and improve their chances of attracting new talent.
So how do organisations navigate these disruptions? There are some basic things to consider in creating a company culture that will minimise the chances of your people leaving, and improve their chances of attracting new talent.
An obvious start is to find out what employees want! Creating a culture that is conducive to feedback, insights and suggestions being put forward, means that communication channels remain healthy, trust is established and authentic voices are heard.
Most employees value the opportunity for self-improvement and learning, so it can be a win-win for employers to invest in this. Employees who feel valued in this way will feel more loyalty to the organisation than those who feel stuck or unappreciated. Training courses that directly relate to the job are valuable, and help employees perform better in their role – just as valuable though are courses that improve an employee’s sense of well-being or personal growth. We all know that feeling better about ourselves can sometimes have even more impact on our attitude to our job and how efficiently we perform it.
So, despite the tumultuous times we’re living in, it’s a great opportunity for organisations to revisit the ‘how’ and ‘why’ of working with their most valuable asset: their people. In the words of Winston Churchill: ‘Never let a good crisis go to waste!’
Most employees value the opportunity for self-improvement and learning, so it can be a win-win for employers to invest in this. Employees who feel valued in this way will feel more loyalty to the organisation than those who feel stuck or unappreciated. Training courses that directly relate to the job are valuable, and help employees perform better in their role – just as valuable though are courses that improve an employee’s sense of well-being or personal growth. We all know that feeling better about ourselves can sometimes have even more impact on our attitude to our job and how efficiently we perform it.
So, despite the tumultuous times we’re living in, it’s a great opportunity for organisations to revisit the ‘how’ and ‘why’ of working with their most valuable asset: their people. In the words of Winston Churchill: ‘Never let a good crisis go to waste!’
