What if you don’t train them and they stay?
Speaking of Precision Blog
Sensemaking for the precision machining industry
-
Miles FreeWelcome to our blog, Speaking of Precision. As Director of Technology and Industry Research for PMPA, I bring 38 years of hands-on experience in areas of manufacturing, quality and steelmaking. I help answer "HOW?","WITH WHAT?" and "REALLY?"
Speaking of Precision Blog
%d bloggers like this:
Basically if you don’t pay them the increase in value they have become due to the training then someone else will.
1. Why would they leave?
2. Charge up front for the training; refund after they stay a period of time … if they pass the course, of course.
Thanks for joining the conversation Gary. I heard the old saw about them leaving all the time and thought that maybe we could get another look at it in the daylight.
Why would they leave is indeed another issue entirely.
Worse, what if you don’t train them and they stay?
Exactly!
Not enough leaders and managers think about this truth, but the great ones do! If you want to know what the leadership of a company is like… look at their people.
Thanks Jeremy!
hi,
it’s a long debate, hopefully multiple times been asked on linkedin.
but my opinion is that when you are training them they are fresh they don’t know about the skill and trade, but when they are trained and got experienced, they look for higher skies. So that is the time when managers/leadership must reevaluate them and if possible reconsider their payment packages because if someone is sound enough in his skill he will like to be rewarded more then the other folks.
“If you love something let it go free. If it doesn’t come back, you never had it…”
Corny, but true. I know men over worked and under respected that were absolutely loyal to the end, and I know others that are the exact opposite. It takes considerable emotional intelligence to pick the correct employee to foster and nuture into true leaders and most employers short change that process through their own bias. Not passing up on training the right people is much more valuable then fearing to commit to anyone because they might leave.
I think that you have correctly identified the issue as our emotional intelligence as employers, Jacob. I hear the “what if I ” question far too often, and so posted this to get us all to think. Thanks for sharing your insight.