Why Should You Invest In Employees Who Might Leave

Posted on February 7th, 2014

Why Should You Invest In Employees Who Might Leave?


Did you know that as few as 25% – 55% of employees are fully engaged and contributing maximum value?

Many employers are not doing enough to keep their employees engaged. I know of one particular employer in our market that seeks to hire the best, tries to pay around the mid-point, then only invests in technical and job-specific training.

How does an employer improve or maintain high employee engagement? Employers struggle with this question.

The drivers for employee engagement vary based on the economy and other factors. Don MacPherson, President at Modern Survey spoke at our local SHRM chapter meeting in January and he did a poll for the HR audience about these factors (Survey people love polls!). The survey asked the audience what they believe are the top two drivers of employee engagement.

Several years ago, in the depths of the recession, one key driver that made people feel engaged at work was “Confidence in future of organization.”  Doesn’t that make sense? As the economy has recovered there is another factor that influences engagement even more.

According to Modern Survey’s latest data, career development opportunities were the number one driver of employee engagement. This was more important than:

  • Organizational value
  • Personal accomplishment at work
  • Compensation
  • Senior management’s care for employees

Only one person in the audience got this right.

So what does your organization do to give employees opportunities to develop in their career? Some employers are doing a great job offering a host of development opportunities for people.

Career Partners International offers a program called Create Your Career GPS. This is a program designed to help each employee feel fully engaged and invested in the future direction of their career. It makes me think of the line from Christmas Vacation when Clark Grizwold’s boss, Frank Shirley, finally comes around to realize how his decisions affect people:

“Sometimes things look good on paper, but lose their luster when you see how it affects real folks. I guess a healthy bottom line doesn’t mean much if to get it, you have to hurt the ones you depend on. It’s people that make the difference. Little people like you.”

When companies invest in people, it makes those people feel important and valued.

Create Your Career GPS takes a small group of employees to help them:

  • Identify critical learning needs
  • Assume accountability with increased awareness for self-development
  • Revitalize commitment to organizational goals and better understand how they contribute to that broader success
  • Improve individual performance

The objective of this program is to align the goals of the organization with each individual’s career objectives and understand how they are linked. This drives these top performers to stay and reduces turnover costs, which can run as high as 150% or more of a person’s salary.

Lately, I have seen a quote in a meme circulating on LinkedIn that portrays a telling conversation between a CFO and a CEO. One asks, “What if we invest in our people and they leave?” The other responds, “What if we don’t invest in our people and they stay?” This accurately reflects the push/pull of investing in people.

At Career Partners International, we can help. Further, we can help across your organization with certified facilitators of Create Your Career GPS in many markets across the globe.

How can we help you maximize your employee engagement?


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