By Mary Anane AWUKU
Every organization, from corner supermarkets to tech giants, is shaped by an invisible hand—its culture. This culture can be a breeding ground for success, fostering innovation and loyalty, or a silent killer, slowly draining the company’s lifeblood.
Imagine this: you’ve poured your heart and resources into your staff, providing them with training, opportunities, and maybe even some stock options. They seem happy and engaged, and you’re starting to see the return on your investment.
Then, suddenly, the tide turns. Key employees start handing in their notices, leaving you scrambling to fill the gaps and wondering what went wrong.
Many leaders face this scenario: You’ve invested in your people, but they’re walking out the door. This isn’t just a talent drain; it’s a potential blow to morale and a disruption to your carefully crafted company culture. So, what do you do?
Amidst all this, some entrepreneurs always fear losing staff after investing so much in their development. However, staff are essential. As we have mentioned, they are good in organizations, and human capital is one of the most important aspects of any business’s success. It’s good to develop them.
Every organization has a unique culture, and when you have new staff or employees, you need to train them on the organization’s culture. You need to provide intensive orientation for them to adapt well to the organization’s culture. Besides the orientation, we also need to send them out where needed.
For instance, my school sends staff to various developmental or training workshops, often with the organization covering the costs. Sometimes, we do a 50-50 split. We believe that when staff are well-developed, the organization first enjoys the impact.
Nobody signs a permanent contract with any employee, guaranteeing they will never leave, regardless of the contract’s terms. Eventually, they may leave if they need to. Therefore, we should focus on the primary benefits to the organization. Keeping incompetent employees without the requisite skills harms the organization the most.
Even when employees come on board with the necessary skills, we live in a changing world where new knowledge is acquired daily. Learning never stops. Employees who do not upgrade themselves become rusty, and productivity declines. It’s crucial to keep upgrading them or advising them to upgrade themselves.
We counsel staff occasionally, advising them where they need to upgrade their knowledge and skills. We encourage them to go back to school and upgrade their certificates. New graduates bring more modern approaches to their roles. Staff development is essential, and organizations need a budget for it. Never underestimate the impact of developing your staff on your business.
Let me share this with you. We currently have a Regional Manager in one of the subsidiary companies I run, who started as a call center agent. he gradually worked his way up to the head of the communication department and then to a chief marketing officer, thanks to several trainings conducted by the company and himself.
This gentleman was determined to learn and grow. When the managerial position became vacant, he also moved up to that role. Through hard work, determination, and skill development, employees can reach standards beneficial to the company and themselves.
In another instance, in our school, an intern was retained after her national service after several trainings and workshops sponsored by the school. She now heads the training department. As an intern, she became the head of the training department. People like this build solid loyalty to the institution, knowing that we care for them and invest in their development. They tend to stay longer and show more commitment.
We don’t just train them and leave them hanging; we also counsel them on the organization’s investment in them, encouraging them to give their best. If the culture is good and they feel at home, they are more willing to stay longer and contribute to the organization.
Here are some critical points for organizations
- Invest in development with a growth mindset: Don’t fear losing staff after investing in their development. View it as an investment in human capital, benefiting both the employee and the organization. Even if they leave, they’ll take valuable skills with them, and the company will have gained from their improved performance while they were there.
- Upskilling is continuous: Recognize that the world is constantly changing and new knowledge is emerging. Don’t just equip staff with the skills they need today, but create a culture of continuous learning. Encourage skill upgrades through workshops, conferences, or even tuition reimbursement for further education.
- Loyalty is a two-way street: Demonstrate your commitment to staff development alongside clear communication about the organization’s investment. Foster a positive culture where employees feel valued and appreciated. This will increase their sense of loyalty and make them more likely to stay and contribute their talents over the long term.
>>>the writer is a serial Entrepreneur, an industrial and organizational psychologist, a business and personal development coach, a researcher in the field of entrepreneurial psychology, and the author of the book – Entrepreneurial Success. This book is enriched with research findings in competencies, motivations, challenges, and opportunities for small and medium enterprises in Ghana. She is the Founder and CEO of a multi-national facility management company and the managing director of the fastest-growing international school in Ghana. She holds several certificates, having participated in a series of international business-related programmes from prestigious universities around the globe. Her extensive expertise equips her to provide valuable insights, strategies, and support for individuals and businesses seeking success and development. To explore more about Mary, visit http:www.maryananeawuku or find her book on Amazon
