What if we train them and they leave? What if we don’t and they stay?
This nugget of wisdom was passed down to a seasoned leader from one of his mentors as a lesson in the importance of investing in people development.
Long View vs. Quick Results
As a leadership development professional it’s always encouraging to hear a commitment to the long view. How do you maintain that view when the pressure is on to achieve quick results in the short term? You have to be willing to swim upstream and persuade other leaders to do the same.
Consider These Techniques
- Highlight the ROI of development efforts – retention, promotion and increased productivity
- Have leaders nominate high potential participants for development programs and identify measureable goals for each person, then tie those goals to ROI
- Conduct exit interviews to understand perceptions of the company’s investment in people and how that affects recruitment and retention
- Ensure that your development programs don’t assume a “one and done” approach — build on a foundation over time
If you train them and they leave you would ask them what they’re gaining. If you don’t and they stay – ask yourself what you’re gaining.
