Have you given much thought to retaining your organization's high performers lately? Hopefully, you have. Good job. Now, what about developing those same high performers? This is a little more tricky, because often, we leave high performers alone because they do so well on their own. We move on to put out the next fire. And then the next one after that.
Fortunately for the Learning and Development leader, developing and retaining high performers can be looked at like a two-way street: the same strategies that work to retain people will also help develop your workforce to produce the engaged, informed, and self-starters and high performers that can grow with your organization.
Here are three key points to keep in mind when considering your learning and development offerings:
Access to training
We're all used to seeking out training and continually developing skills as we need to. Making training easily available and convenient to consume demonstrates to your workforce that you are vested in making sure that they can reach the tools they need when they need. Maintaining a library of relevant, easy-to-access training on a variety of relevant topics and ensuring that your workforce as the time to access it shows that you're serious about keeping and growing your talent.
Best practices for learning content
With third-party vendors creating libraries of literally thousands of courses, there is no shortage of options to flesh out your learning offerings. However, to effectively engage your high performers, you want to offer learning that is relevant-both for the jobs that they're doing now and the positions that you want to offer them in the future. Canned content and soft-skill courses make sense for many companies, but don't neglect to seek out or develop training that is specific to your organization. A curated catalog that reflects real needs shows that you put some thought into your offerings. To really tailor the learning experience, tap your internal leaders and subject matter experts to provide lunch and learns, upload examples of stellar work that others can learn from, or create quick videos sharing their wisdom.
Socialization and coaching
Workers are looking to connect with their peers and with their mentors. A holistic learning strategy harnesses the power of connection and promotes peer-to-peer learning. Let your workers share their knowledge via discussions, videos, samples, job aids, and impromptu meetings and watch them learn from each other and develop ties with one another. And bonus for you-you'll be able to learn more about what your people know-and you'll see some stars emerge.