November 24, 2024 • 15 mins
In this episode we explore the link between offering career growth and development opportunities to your employees and long-term retention.
Employees today expect more than just a paycheck—they’re looking for growth opportunities, new challenges, and the chance to advance in their careers. In fact, studies show that lack of career development is one of the top reasons people leave their jobs.
So we will equip you with the tools to create these opportunities, even if you are a small business or have limited resources.
You can find the show notes for this episode here
Would you like to submit a question to the show? Let us know on our website or via LinkedIn.
Brought to you by Aster HR, the Work Wonders Podcast is hosted by Angela Gauci & Susan Rochester and is recorded at Launch Pad at Western Sydney University.
All information or advice included in this podcast is general, has been developed as a starting point for your business, and should be tailored to your specific requirements. It should not be considered legal advice. We have made every attempt to ensure the accuracy and currency of this information at the time of recording. However, references to things like employment laws are subject to change. For specific advice relating to your business, please get in touch with us.
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:06):
Welcome to the Work Wonders podcast brought to you
by Asta HR, where we simplifythe human side of business.
Speaker 2 (00:12):
I'm Angela and I'm Susan, let's dive into today's
episode and find out what you'vebeen wondering about.
Speaker 1 (00:21):
In today's episode, we're going to continue the
conversation around engagementand retention with the idea of
keeping staff in your businesslong-term.
Well, the next thing I want totalk about is career growth and
development.
We're going to explore whyinvesting in employee growth is
essential for that long-termretention, and how even small
businesses or evennot-for-profits can create
(00:43):
opportunities for careeradvancement.
Speaker 2 (00:45):
That's right.
Employees today expect morethan just a paycheck.
They're looking for growthopportunities and new challenges
and a chance to advance intheir careers.
Lots of studies are showingthat one of the reasons that
people leave jobs or one of thetop reasons they leave jobs is
because they can't see anypotential career development in
the role.
So in today's episode, we'lltalk about why it's so important
(01:07):
to invest and how evenorganisations with limited
resources can make that happen.
Speaker 1 (01:12):
And, as we always do, we'll get practical and share
some strategies with you, frominternal mentorship programs to
online learning platforms, andoffer tips to you on how small
teams can create big growthopportunities for your employees
.
So let's dive in.
This is the Work Wonderspodcast, hi, susan.
Speaker 2 (01:33):
Hi Angela.
Speaker 1 (01:35):
So we're going to talk about career development.
Let's start with what is thelink between career development
and retention?
In today's workforce, peoplelike you said, I think, in the
intro that people are lookingfor more than just job security
or a good job to go to.
They want to feel like they'vegot options and they're
(01:55):
continuously learning andgrowing and they're looking to
their employers for that.
So when employees don't seethose opportunities for career
advancement or learning, they'reprobably going to feel stuck in
their current role and lookingfor opportunities outside.
Speaker 2 (02:11):
Yeah, exactly so.
Gallup has found that 87% ofmillennials and 69% of
non-millennials rateprofessional or career growth
and development opportunities asimportant factors in a job.
Growth and developmentopportunities as important
factors in a job.
So if employees don't feel likethe company's investing in them
, obviously they're more likelyto disengage and just move on.
Speaker 1 (02:31):
Yeah, find it elsewhere.
So it's not just about keepingpeople around.
Career development also boostsengagement and motivation.
When employees see that theiremployer is committed to their
growth, they're going to feelconnected to the work that
they're doing and, obviously,the overall purpose of the
business.
Speaker 2 (02:50):
That's going to translate again for you into
higher productivity, moreinnovation and look a strong
work environment overall, yeah,so investing in internal talent
and development can lead topromotions from within, so it's
going to save you on recruitmentcosts and also maintains a
culture of growth andprogression within the
(03:11):
organisation Once again,something that's going to help
employees to stay loyal to yourorganisation.
Speaker 1 (03:17):
Yeah, well, that's what we're about, so that's why
it's important.
Speaker 2 (03:22):
Yeah, that I can hear because I have such sensitive
hearing.
A lot of people listening tothis saying, well, I've got a
small business around.
Speaker 1 (03:31):
I'm not for profit.
Speaker 2 (03:32):
I can't offer the big career path that a bank can
offer, for example, fair call.
So what can they do?
Speaker 1 (03:39):
Well, it can be something that they would think
and go.
That's a big challenge.
I don't know how to do that.
I can't just offer them this.
They might be thinking look, Idon't have the time to mentor
someone and invest in them, or Idon't have any money to put
them in sort of training, or youknow, I just simply don't have
the roles within the team here.
(04:00):
We're only a small team.
I can't move them around andthey've probably seen that as a
blockage to go.
Well, I can't develop some sortof formal program because these
things are in the way.
How do I get around it?
Speaker 2 (04:11):
And small businesses often, as we know, run lean
operations.
Yeah, and in non-profits thefocus is frequently on servicing
the community rather than thatinternal growth.
Speaker 1 (04:22):
Yeah.
Speaker 2 (04:23):
So it's important to remember that career development
doesn't need to be expensive orhave to be time consuming to be
effective.
Speaker 1 (04:30):
Absolutely Well.
Look, a smaller business hassome unique advantages, actually
, when it comes to somethinglike offering growth and career
opportunities.
Look, for example, employees insmall teams often wear sort of
many hats.
As you said, they operate lean.
Often they're doing lots oflittle different things and
working collaboratively, so thatmeans there's a natural sort of
(04:51):
opportunity there for a broadersort of skill set.
As you get to bigger businesses.
Often roles will specialise inone area, even in our field, you
know.
Sometimes a HR team of a bigorganisation might be split up
into different specialisations.
So role rotation, whereemployees can try out those
(05:12):
different responsibilitieswithin a company, might be an
option.
It can be a really simple yeteffective way to offer growth
opportunities.
Speaker 2 (05:19):
Exactly, and mentorship's another great
option.
So you've got a smallorganisation.
That usually means the leadersare more accessible and the
employees can then benefit fromhaving that contact and being
closely mentored by someonewithin the organisation.
You can have a formal programthat might take a bit to set up,
but they can also be informal.
(05:39):
So that can be, you know, justthat regular scheduled check-in,
for example, with amentor-mentee meeting that's
focused on career goals anddevelopment.
Speaker 1 (05:50):
I should say so look, yeah, if you think about it
that way, there's definitelysome things that you might think
, oh, I've got to be creativehere, but there's ways around it
.
So if you don't have the roleor the options inside your
organisation, so a practicalsort of solution might be
(06:12):
sourcing something externally.
Going external whether it's asecondment with another
organisation or some volunteerwork or being part of a
leadership program or amentorship program might be an
option.
Speaker 2 (06:23):
So, also thinking about mentorship, don't always
assume that it's the peoplewho've been in the organisation
the longest who should be thementors.
You may have within your teampeople who've been there for not
so long but have fresher skillsfrom a wider variety of
organisations, or something likethat to offer people who want
to develop the skills thatthey've brought into the
(06:45):
organisation.
So this is closely related towhat I was going to talk about
next, which was role rotationand job shadowing, so giving
employees a chance to step intonew roles, even if it's
temporarily.
So acting up while someone's onlead, for example.
Speaker 1 (07:00):
Oh yeah.
Speaker 2 (07:01):
That really helps them build new skills and gives
them a better understanding ofthe organisation across the
board, because they're gettingexposed to different areas, and
it's also a great way toidentify potential leaders.
Speaker 1 (07:14):
Yes.
Speaker 2 (07:14):
Yeah, so then you can invest in them in terms of
future roles within theorganisation.
Speaker 1 (07:21):
So job shadowing might be as simple as letting
someone sit with you and learnabout what you do as a leader or
something like that.
It doesn't have to be too fancy.
Yeah, just giving them a tasteof what that other role is about
Even attending a meeting withyou.
Yeah, okay, so cross-trainingmight be another strategy that
could be used in a smaller Do Ineed?
Special shoes for that.
No, I'm not going to take youto the gym.
Speaker 2 (07:43):
Oh good.
Speaker 1 (07:44):
So employees can be trained in different areas of
the business, similarly to youknow, shadowing there, but if
they're, you know, for example,taken to a different area, a
different location or adifferent.
You know whether it be adifferent product made or a
different service offered orsomething like that, or maybe
it's about different operationalaspects of the business.
(08:05):
But it's not only going toincrease their skillset, but
it's going to make your teammore versatile as well.
Which?
Speaker 2 (08:12):
is going to make the business more agile, right.
Speaker 1 (08:14):
Yeah, sounds good to me.
So you've got employees whounderstand comprehensively what
your business and the team aredoing and you know if you've got
someone that's going to go onleave or whatnot.
You've got the potential thereto really quickly put someone
else in that spot or whatevermight need to happen.
Speaker 2 (08:32):
And I think the understanding that that gives
people of what happens in otherparts of the business is going
to create a stronger sense ofcollaboration and flexibility.
Yeah, you're right.
You know we often getapproached by organisations who
are struggling with teamwork.
We're able to provide you withsolutions that start with an
(08:53):
analysis of the team, theirskills, the perceptions of the
actual working in the team it'sbased on the realities of your
workplace and then we canprovide you with solutions that
will have an immediate andlasting impact.
If better teamwork in yourorganisation could help you,
schedule your free call today atastrohrcomau.
(09:16):
Now let's get back to theepisode.
So there are other externalresources that you can use in
terms of developing your staff.
We talked a bit about mentoringfrom other organisations, but
there's a lot of courses thatare available online at very low
(09:36):
prices, and keep an eye out forlocal universities and
community colleges or onlineplatforms like LinkedIn Learning
that offer low cost or evenfree training programs.
I know our local communitycollege has a whole lot of
(09:57):
business courses that are free,so definitely worth checking out
.
Speaker 1 (10:02):
Our local TAFE does the same at times.
Speaker 2 (10:04):
Yeah, so you don't need a massive training budget
to give your employees a chanceto learn and grow.
Speaker 1 (10:09):
Yeah, that's true, and you can keep an eye out with
your industry bodies as well.
They may offer free webinars ortraining or things that are
relevant to your sector Exactly,specifically which may also be
another thing.
Speaker 2 (10:24):
I'm thinking things like scholarships to go to
conferences, for example.
Speaker 1 (10:28):
And in the not-for-profit Susan, there may
actually be fundingopportunities that are available
to provide employees withprofessional development
training.
Speaker 2 (10:36):
And let's not forget about just creating a culture of
continuous learning.
It doesn't need to be anexpensive program.
It's just about encouragingyour team to grow and learn as
part of their everyday work.
You can schedule regularlearning hours if you like, or
create a knowledge-sharingplatform like a wiki, where
(10:56):
employees can exchange skills,share webinars or recommend
podcasts and books they've founduseful love it.
Speaker 1 (11:02):
I was just going to say podcasts are free, so you
know.
Speaker 2 (11:05):
Yes, leaders could be listening to ours, for example.
Speaker 1 (11:11):
Yeah, building a culture of learning where growth
is valued and encouraged can beas simple as making time for it
and prioritising and gettingfeedback from your employees
about what they're looking for.
Employees should be made tofeel like it's not their own
responsibility to grow theircareer, but their employer
should be involved in it.
(11:31):
So be actively supportive ofthat.
Start that conversation.
Speaker 2 (11:36):
I just realised that I've got a practical example of
this.
It's something that I did manyyears ago when I was working in
a small department of auniversity.
I think we probably had about12 people working in the
department and we organised amonthly lunch and learn.
Oh yeah, and that was nicebecause it was a quite relaxed
(11:58):
atmosphere.
But each month there'd be adifferent work-related topic,
but not, you know, highlytechnical topics, so something
that applied to everyone, andthe responsibility for, you know
, coming up with the topicsbelonged to the group.
So there was ownership there ofyou know, of what do we want to
learn about, and then, dependingon the skills in the group, one
(12:21):
or other person wouldfacilitate that topic for that
month, so that costs very little.
I think possibly lunch wassupplied, but it would have just
been sandwiches nothing fancyand it was just time out for
people, but to learn somethingnew.
But it's also a great teambuilding because you get to know
(12:41):
what other people's interestsand skills are.
Speaker 1 (12:44):
Yeah, and it kind of comes back to that culture piece
, doesn't it, of having kind ofan engaged team, so not just one
person or individual people,but coming together with the
same vision, the same drivetowards the same purpose and
uniting everybody that way.
Speaker 2 (13:01):
And sharing knowledge .
Speaker 1 (13:02):
Yeah, love it.
So, look, I guess, in summary,what we're talking about here is
investing in employees' growthas being key to having that
long-term relationship andretention with your employee.
As we said, it doesn't have tobe a resource-heavy endeavour.
So we talked about, you know,those ways that you could find
something external or smalleroptions, or job share or job
(13:26):
shadowing, thank you, anddifferent things, finding
partnerships or mentorships andthat sort of thing, or just
having that culture ofcontinuous growth.
Speaker 2 (13:37):
Yeah.
So I hope we've convinced youthat, even if you have a small
team or a tight budget,investing in your employees'
career development will pay offin the long run through higher
engagement, better retention anda more skilled workforce.
So we'd encourage you to take alook at the strategies we
discussed today and think abouthow you could start implementing
(13:58):
in your organisation.
Speaker 1 (14:00):
Yeah, I'd encourage you to start the conversation.
Sometimes that's valuable aswell to people, just to feel
like somebody cares about theircareer and what's happening for
them.
So thanks for joining us todaywith today's episode, we hope
that you have found the contenthelpful as we can continue to
discuss engagement and retention.
Don't forget, as always, tosubscribe if you haven't already
(14:22):
, to catch each episode as itbecomes live and leave us a
review.
Let us know what you'rethinking about these episodes,
and please remember to share thepodcast with your colleagues or
your network anybody that youthink can get help from these
topics as well.
Speaker 2 (14:37):
And be sure you join us next time as we continue our
journey into employee retentionand engagement by looking at the
role of diversity, equity andinclusion.
In the meantime, remember thatinvesting in your team's growth
is one of the best ways toensure a bright future for your
organisation.
Speaker 1 (14:54):
See you next time.
Thanks for listening to theWork Wonders podcast brought to
you by Asta HR.
Hit the subscribe button now tonever miss an episode, and if
you'd like to continue theconversation with us, you can
(15:15):
find us over at astorhrcomau.
See you in the next episode.
Welcome to the Work Wonders podcast brought to you
by Asta HR, where we simplifythe human side of business.
Speaker 2 (00:12):
I'm Angela and I'm Susan, let's dive into today's
episode and find out what you'vebeen wondering about.
Speaker 1 (00:21):
In today's episode, we're going to continue the
conversation around engagementand retention with the idea of
keeping staff in your businesslong-term.
Well, the next thing I want totalk about is career growth and
development.
We're going to explore whyinvesting in employee growth is
essential for that long-termretention, and how even small
businesses or evennot-for-profits can create
(00:43):
opportunities for careeradvancement.
Speaker 2 (00:45):
That's right.
Employees today expect morethan just a paycheck.
They're looking for growthopportunities and new challenges
and a chance to advance intheir careers.
Lots of studies are showingthat one of the reasons that
people leave jobs or one of thetop reasons they leave jobs is
because they can't see anypotential career development in
the role.
So in today's episode, we'lltalk about why it's so important
(01:07):
to invest and how evenorganisations with limited
resources can make that happen.
Speaker 1 (01:12):
And, as we always do, we'll get practical and share
some strategies with you, frominternal mentorship programs to
online learning platforms, andoffer tips to you on how small
teams can create big growthopportunities for your employees
.
So let's dive in.
This is the Work Wonderspodcast, hi, susan.
Speaker 2 (01:33):
Hi Angela.
Speaker 1 (01:35):
So we're going to talk about career development.
Let's start with what is thelink between career development
and retention?
In today's workforce, peoplelike you said, I think, in the
intro that people are lookingfor more than just job security
or a good job to go to.
They want to feel like they'vegot options and they're
(01:55):
continuously learning andgrowing and they're looking to
their employers for that.
So when employees don't seethose opportunities for career
advancement or learning, they'reprobably going to feel stuck in
their current role and lookingfor opportunities outside.
Speaker 2 (02:11):
Yeah, exactly so.
Gallup has found that 87% ofmillennials and 69% of
non-millennials rateprofessional or career growth
and development opportunities asimportant factors in a job.
Growth and developmentopportunities as important
factors in a job.
So if employees don't feel likethe company's investing in them
, obviously they're more likelyto disengage and just move on.
Speaker 1 (02:31):
Yeah, find it elsewhere.
So it's not just about keepingpeople around.
Career development also boostsengagement and motivation.
When employees see that theiremployer is committed to their
growth, they're going to feelconnected to the work that
they're doing and, obviously,the overall purpose of the
business.
Speaker 2 (02:50):
That's going to translate again for you into
higher productivity, moreinnovation and look a strong
work environment overall, yeah,so investing in internal talent
and development can lead topromotions from within, so it's
going to save you on recruitmentcosts and also maintains a
culture of growth andprogression within the
(03:11):
organisation Once again,something that's going to help
employees to stay loyal to yourorganisation.
Speaker 1 (03:17):
Yeah, well, that's what we're about, so that's why
it's important.
Speaker 2 (03:22):
Yeah, that I can hear because I have such sensitive
hearing.
A lot of people listening tothis saying, well, I've got a
small business around.
Speaker 1 (03:31):
I'm not for profit.
Speaker 2 (03:32):
I can't offer the big career path that a bank can
offer, for example, fair call.
So what can they do?
Speaker 1 (03:39):
Well, it can be something that they would think
and go.
That's a big challenge.
I don't know how to do that.
I can't just offer them this.
They might be thinking look, Idon't have the time to mentor
someone and invest in them, or Idon't have any money to put
them in sort of training, or youknow, I just simply don't have
the roles within the team here.
(04:00):
We're only a small team.
I can't move them around andthey've probably seen that as a
blockage to go.
Well, I can't develop some sortof formal program because these
things are in the way.
How do I get around it?
Speaker 2 (04:11):
And small businesses often, as we know, run lean
operations.
Yeah, and in non-profits thefocus is frequently on servicing
the community rather than thatinternal growth.
Speaker 1 (04:22):
Yeah.
Speaker 2 (04:23):
So it's important to remember that career development
doesn't need to be expensive orhave to be time consuming to be
effective.
Speaker 1 (04:30):
Absolutely Well.
Look, a smaller business hassome unique advantages, actually
, when it comes to somethinglike offering growth and career
opportunities.
Look, for example, employees insmall teams often wear sort of
many hats.
As you said, they operate lean.
Often they're doing lots oflittle different things and
working collaboratively, so thatmeans there's a natural sort of
(04:51):
opportunity there for a broadersort of skill set.
As you get to bigger businesses.
Often roles will specialise inone area, even in our field, you
know.
Sometimes a HR team of a bigorganisation might be split up
into different specialisations.
So role rotation, whereemployees can try out those
(05:12):
different responsibilitieswithin a company, might be an
option.
It can be a really simple yeteffective way to offer growth
opportunities.
Speaker 2 (05:19):
Exactly, and mentorship's another great
option.
So you've got a smallorganisation.
That usually means the leadersare more accessible and the
employees can then benefit fromhaving that contact and being
closely mentored by someonewithin the organisation.
You can have a formal programthat might take a bit to set up,
but they can also be informal.
(05:39):
So that can be, you know, justthat regular scheduled check-in,
for example, with amentor-mentee meeting that's
focused on career goals anddevelopment.
Speaker 1 (05:50):
I should say so look, yeah, if you think about it
that way, there's definitelysome things that you might think
, oh, I've got to be creativehere, but there's ways around it
.
So if you don't have the roleor the options inside your
organisation, so a practicalsort of solution might be
(06:12):
sourcing something externally.
Going external whether it's asecondment with another
organisation or some volunteerwork or being part of a
leadership program or amentorship program might be an
option.
Speaker 2 (06:23):
So, also thinking about mentorship, don't always
assume that it's the peoplewho've been in the organisation
the longest who should be thementors.
You may have within your teampeople who've been there for not
so long but have fresher skillsfrom a wider variety of
organisations, or something likethat to offer people who want
to develop the skills thatthey've brought into the
(06:45):
organisation.
So this is closely related towhat I was going to talk about
next, which was role rotationand job shadowing, so giving
employees a chance to step intonew roles, even if it's
temporarily.
So acting up while someone's onlead, for example.
Speaker 1 (07:00):
Oh yeah.
Speaker 2 (07:01):
That really helps them build new skills and gives
them a better understanding ofthe organisation across the
board, because they're gettingexposed to different areas, and
it's also a great way toidentify potential leaders.
Speaker 1 (07:14):
Yes.
Speaker 2 (07:14):
Yeah, so then you can invest in them in terms of
future roles within theorganisation.
Speaker 1 (07:21):
So job shadowing might be as simple as letting
someone sit with you and learnabout what you do as a leader or
something like that.
It doesn't have to be too fancy.
Yeah, just giving them a tasteof what that other role is about
Even attending a meeting withyou.
Yeah, okay, so cross-trainingmight be another strategy that
could be used in a smaller Do Ineed?
Special shoes for that.
No, I'm not going to take youto the gym.
Speaker 2 (07:43):
Oh good.
Speaker 1 (07:44):
So employees can be trained in different areas of
the business, similarly to youknow, shadowing there, but if
they're, you know, for example,taken to a different area, a
different location or adifferent.
You know whether it be adifferent product made or a
different service offered orsomething like that, or maybe
it's about different operationalaspects of the business.
(08:05):
But it's not only going toincrease their skillset, but
it's going to make your teammore versatile as well.
Which?
Speaker 2 (08:12):
is going to make the business more agile, right.
Speaker 1 (08:14):
Yeah, sounds good to me.
So you've got employees whounderstand comprehensively what
your business and the team aredoing and you know if you've got
someone that's going to go onleave or whatnot.
You've got the potential thereto really quickly put someone
else in that spot or whatevermight need to happen.
Speaker 2 (08:32):
And I think the understanding that that gives
people of what happens in otherparts of the business is going
to create a stronger sense ofcollaboration and flexibility.
Yeah, you're right.
You know we often getapproached by organisations who
are struggling with teamwork.
We're able to provide you withsolutions that start with an
(08:53):
analysis of the team, theirskills, the perceptions of the
actual working in the team it'sbased on the realities of your
workplace and then we canprovide you with solutions that
will have an immediate andlasting impact.
If better teamwork in yourorganisation could help you,
schedule your free call today atastrohrcomau.
(09:16):
Now let's get back to theepisode.
So there are other externalresources that you can use in
terms of developing your staff.
We talked a bit about mentoringfrom other organisations, but
there's a lot of courses thatare available online at very low
(09:36):
prices, and keep an eye out forlocal universities and
community colleges or onlineplatforms like LinkedIn Learning
that offer low cost or evenfree training programs.
I know our local communitycollege has a whole lot of
(09:57):
business courses that are free,so definitely worth checking out
.
Speaker 1 (10:02):
Our local TAFE does the same at times.
Speaker 2 (10:04):
Yeah, so you don't need a massive training budget
to give your employees a chanceto learn and grow.
Speaker 1 (10:09):
Yeah, that's true, and you can keep an eye out with
your industry bodies as well.
They may offer free webinars ortraining or things that are
relevant to your sector Exactly,specifically which may also be
another thing.
Speaker 2 (10:24):
I'm thinking things like scholarships to go to
conferences, for example.
Speaker 1 (10:28):
And in the not-for-profit Susan, there may
actually be fundingopportunities that are available
to provide employees withprofessional development
training.
Speaker 2 (10:36):
And let's not forget about just creating a culture of
continuous learning.
It doesn't need to be anexpensive program.
It's just about encouragingyour team to grow and learn as
part of their everyday work.
You can schedule regularlearning hours if you like, or
create a knowledge-sharingplatform like a wiki, where
(10:56):
employees can exchange skills,share webinars or recommend
podcasts and books they've founduseful love it.
Speaker 1 (11:02):
I was just going to say podcasts are free, so you
know.
Speaker 2 (11:05):
Yes, leaders could be listening to ours, for example.
Speaker 1 (11:11):
Yeah, building a culture of learning where growth
is valued and encouraged can beas simple as making time for it
and prioritising and gettingfeedback from your employees
about what they're looking for.
Employees should be made tofeel like it's not their own
responsibility to grow theircareer, but their employer
should be involved in it.
(11:31):
So be actively supportive ofthat.
Start that conversation.
Speaker 2 (11:36):
I just realised that I've got a practical example of
this.
It's something that I did manyyears ago when I was working in
a small department of auniversity.
I think we probably had about12 people working in the
department and we organised amonthly lunch and learn.
Oh yeah, and that was nicebecause it was a quite relaxed
(11:58):
atmosphere.
But each month there'd be adifferent work-related topic,
but not, you know, highlytechnical topics, so something
that applied to everyone, andthe responsibility for, you know
, coming up with the topicsbelonged to the group.
So there was ownership there ofyou know, of what do we want to
learn about, and then, dependingon the skills in the group, one
(12:21):
or other person wouldfacilitate that topic for that
month, so that costs very little.
I think possibly lunch wassupplied, but it would have just
been sandwiches nothing fancyand it was just time out for
people, but to learn somethingnew.
But it's also a great teambuilding because you get to know
(12:41):
what other people's interestsand skills are.
Speaker 1 (12:44):
Yeah, and it kind of comes back to that culture piece
, doesn't it, of having kind ofan engaged team, so not just one
person or individual people,but coming together with the
same vision, the same drivetowards the same purpose and
uniting everybody that way.
Speaker 2 (13:01):
And sharing knowledge .
Speaker 1 (13:02):
Yeah, love it.
So, look, I guess, in summary,what we're talking about here is
investing in employees' growthas being key to having that
long-term relationship andretention with your employee.
As we said, it doesn't have tobe a resource-heavy endeavour.
So we talked about, you know,those ways that you could find
something external or smalleroptions, or job share or job
(13:26):
shadowing, thank you, anddifferent things, finding
partnerships or mentorships andthat sort of thing, or just
having that culture ofcontinuous growth.
Speaker 2 (13:37):
Yeah.
So I hope we've convinced youthat, even if you have a small
team or a tight budget,investing in your employees'
career development will pay offin the long run through higher
engagement, better retention anda more skilled workforce.
So we'd encourage you to take alook at the strategies we
discussed today and think abouthow you could start implementing
(13:58):
in your organisation.
Speaker 1 (14:00):
Yeah, I'd encourage you to start the conversation.
Sometimes that's valuable aswell to people, just to feel
like somebody cares about theircareer and what's happening for
them.
So thanks for joining us todaywith today's episode, we hope
that you have found the contenthelpful as we can continue to
discuss engagement and retention.
Don't forget, as always, tosubscribe if you haven't already
(14:22):
, to catch each episode as itbecomes live and leave us a
review.
Let us know what you'rethinking about these episodes,
and please remember to share thepodcast with your colleagues or
your network anybody that youthink can get help from these
topics as well.
Speaker 2 (14:37):
And be sure you join us next time as we continue our
journey into employee retentionand engagement by looking at the
role of diversity, equity andinclusion.
In the meantime, remember thatinvesting in your team's growth
is one of the best ways toensure a bright future for your
organisation.
Speaker 1 (14:54):
See you next time.
Thanks for listening to theWork Wonders podcast brought to
you by Asta HR.
Hit the subscribe button now tonever miss an episode, and if
you'd like to continue theconversation with us, you can
(15:15):
find us over at astorhrcomau.
See you in the next episode.
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