Liberty Mutual Insurance’s Post

This is why you don't have higher employee retention. Read more from our partner InStride on why your career development programs aren't working. Short on time and just want the bottom line? "To work well, L&D (Learning and Development) has to be mutually beneficial, with a level of autonomy for employees to choose their path." For the whole nine yards, read here: https://lnkd.in/eUbaXFJ5

In this Part 2 video, Michelle emphasizes the importance of understanding and nurturing employees' career aspirations. She advocates for engaging in meaningful conversations with employees, not just about their short-term goals but broader life and career ambitions. By asking, "What do you want to do in your life, your career? Where do you see yourself going?" managers can have human, insightful dialogues that reveal their employees' true desires and potential pathways. Michelle also recognizes the dual nature of employee development. On the one hand, developing skills can lead to employees staying with the organization, as they feel valued and see opportunities for growth within the company. On the other hand, she acknowledges that sometimes, development means helping employees recognize opportunities outside the organization. In both scenarios, the focus is on genuinely understanding and supporting the employee's career journey, whether it leads to advancement within the company or elsewhere. This approach reflects a deep respect for the individual and a commitment to their overall growth and satisfaction.

Are you struggling to retain valuable talent in your company? It might be time to look at your approach to employee development. Employees who feel they cannot develop in the company and fulfill their career goals are 12 times more likely to leave the company. Our contractors are using Greenius to build training paths and solving these problems.

In this Part 2 video, Michelle emphasizes the importance of understanding and nurturing employees' career aspirations. She advocates for engaging in meaningful conversations with employees, not just about their short-term goals but broader life and career ambitions. By asking, "What do you want to do in your life, your career? Where do you see yourself going?" managers can have human, insightful dialogues that reveal their employees' true desires and potential pathways. Michelle also recognizes the dual nature of employee development. On the one hand, developing skills can lead to employees staying with the organization, as they feel valued and see opportunities for growth within the company. On the other hand, she acknowledges that sometimes, development means helping employees recognize opportunities outside the organization. In both scenarios, the focus is on genuinely understanding and supporting the employee's career journey, whether it leads to advancement within the company or elsewhere. This approach reflects a deep respect for the individual and a commitment to their overall growth and satisfaction.

Ever heard of The Peter Principle? It’s the observation that employees tend to be promoted until they reach a position where they are no longer competent. This occurs when promotions are based solely on current job performance rather than suitability for future roles, leading to inefficiencies and mismatches between role requirements and employee skills. Consider how promotions within your organisation reflect not just past achievements but also future potential. What strategies does your company employ to align employee skills with their role demands effectively? Have you witnessed this principle in action? How does your organisation ensure the right fit for every role?

Employee growth and development means helping employees to explore their interests and passions, build professional competencies and grow in the career direction that's right for them. Done right, it means their future successes can directly help your company succeed. Helping team members grow in their career at T2501!!!

In our new monthly series, Dear HR, we’re looking at associates’ most pressing questions about the workplace and career development. Did you miss our first topic? Click here to see how to take feedback like a pro — and join the conversation below: http://spr.ly/6047bWCAR

In our new monthly series, Dear HR, we’re looking at associates’ most pressing questions about the workplace and career development. Did you miss our first topic? Click here to see how to take feedback like a pro — and join the conversation below: http://spr.ly/6046b578Y

In our new monthly series, Dear HR, we’re looking at associates’ most pressing questions about the workplace and career development. Did you miss our first topic? Click here to see how to take feedback like a pro — and join the conversation below: http://spr.ly/6046bQ6HM

📈 We're dedicated to helping our employees thrive in their careers! From upskilling to recognition, we foster career growth. Read more on the HRD article!