The companies are worried about employee turnover.
They are coping with the problem of employees leaving jobs. Hence the only way to solve this problem is to think about why employees are dissatisfied with your company. When you can come up with a reason, you can see that employees need more training to have advanced career options, making them worthy of a promotion. The other reason could be facing harassment at work, for which a belonging audit is necessary so that they reveal everything.
Online training can solve attrition in the following ways:
- Detailed onboarding:
- Lower Response time during training:
- Customized training:
Online training can be the perfect answer to all your employee advancement problems. The employees get a fair idea of your work ethics during the onboarding process. Hence, onboarding is critical in the company because when employees don’t properly understand the work procedures, they feel biased. Hence they are likely to leave the company when the onboarding process is not carried out properly or the trainer is rude.
The online training for the onboarding process must include all the effective details like the location of the restrooms and the canteen in the office. Mentoring where employees are paired with knowledgeable seniors is also useful apart from online training. Onboarding should be done properly because until it happens, the employees have no idea what it’s like to work for you because during hiring them, you don’t discuss such details.
It’s also important that employees are offered just-in-time resources for all the possible difficulties they might face at work. If they feel lost at any time, they should be connected to someone as soon as possible. It’s also required that regular surveys are done among new employees to know what their training needs are. If an employee has some needs, a 3-4 minute microlearning module can be prepared for him. If his needs are not met, he might look for another job. Tending to employees’ personal learning needs through online training goes a long way in retaining them.
It’s another thing to provide onboarding training for employees and train them for the job, especially the top talent. Hence it’s vital that the training is not lopsided. This kind of training happens when the trainer delivers the lecture and employees just listen to him. There should be ample scope for interaction throughout the training, both with fellow trainees and the trainer even in synchronous learning.
The same problem lies with asynchronous learning also is that it does not help the learners in real-time. Therefore, employees need to tell someone how much they understand, and hence an individual session with the virtual trainer is inevitable. Moreover, email support is necessary, but the LMS can have chatbots where learners can ask questions 24/7. There should also be course guides containing animated videos so that it’s easier to retain the steps of the procedures.
Quizzes could also be given to employees to understand their retention. Once the results of such online quizzes are delivered, employees know where they need more clarification. When employees are shown the flaws in their skills, they are willing to take the online training course once more through such tests. The employees should be encouraged to improve themselves and be offered positive feedback on their assessment results. The companies should know that retaining the top talent is a key priority now because you have used a lot of your resources on them. Hence through moral support, you can ensure that they are committed.
The company must make sure that the senior employees of the company should not feel isolated because they might think they can be replaced with the Gen Z. Hence when they have any queries while pursuing an online training course, they should be helped in time without revealing such doubts to any other employees. Hence, social media support is useful for them, but the moderator of such chats should ensure confidentiality. This privacy rule applies to new employees who also don’t want someone to know about their lack of knowledge.
Employers can’t always be worried about attrition and hence impart mass training programs. The training has to be customized to ensure that it only deals with relevant topics and only takes the least possible time for a busy employee.
The training should also be voluntary because employees are likely to be more interested in it. The employees can feel punished if they are mandatorily asked to pursue courses. If employees have to go through training despite their objections, they can seek jobs at any other company.
For increasing employee motivation for training, it’s better to make them realize its benefits, i.e. how much it can lead to a better career.
Other reasons for attrition:
Poor Work culture: Employees might not be happy with their compensation, but toxic work culture is the strongest reason employees resign. It’s because employers fail to take care of employees from diverse ethnicities, age groups, sexual preferences, and genders. It’s the senior management’s job to detect such biased behavior and prevent it in time to stop someone from leaving.
Increased layoffs: Layoffs also lower an employee’s morale, and hence he is likely to leave the job. He might lose his confidence in a company’s future, leading him to seek an employer with better prospects. Managers resort to termination when they don’t find a company getting better revenues in the future. The restructuring of the manpower also increases the workload for the remaining employees.
No appreciation for diligent employees: Employees are also likely to quit when they see that the companies don’t recognize their high performance. Some employees work harder than others and expect recognition in terms of money and acknowledgment in front of others. But when the company does nothing to differentiate between high performers and laggards in terms of reaping praise and criticism, the former look for more deserving employers.
Hence online training is not the only solution to combat the resignation of employees.