Following is an excerpt from Managing Employee Turnover, co-authored with David Allen and published earlier this year. The principle below: “Tying Training and Development to Tenure Can Reduce Turnover“, is just 1 of 24 specific principles we discuss and provide strategies for implementation in our book. Enjoy the brief excerpt and please provide input, comments, etc.
Principle 3: Tying Training and Development to Tenure Can Reduce Turnover
The Research Evidence
Although offering job specific training that increases skills and internal mobility without increasing external mobility is advisable, it is not always doable. When general skills and abilities will be the outcomes, it is wise to tie training and development opportunities to tenure requirements.
As noted earlier, we once worked with a firm on a project that reduced turnover by over 80%. We accomplished this primarily through tying training opportunities to tenure requirements. In researching the turnover problem we found that most of the turnover was within the first 90 days. So we spread what was originally one week of job training over a 6-month period. Employees received basic training within the first week. This allowed them to gain proficiency in the basics of the job. After 90 days on the job and if performance was satisfactory, employees were given the second round of training. This second round of training allowed the employees to be able to handle increased responsibility, along with which came a small increase in pay. Finally, after 180 days on the job and continued satisfactory job performance, employees were given the final round of training, which allowed them to carry out all of the duties of the job. And, you guessed it, successful completion of this training came with another slight increase in pay. This training program resulted in lower turnover because it had the multiple advantages of being job specific training tied to tenure requirements and opportunities for rapid career advancement and pay increases.
Getting Started with Tying Training and Development with Tenure Requirements
Remember to try to make training and development opportunities specific to your organization. When you cannot, tie training and…
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