Your people desperately need training
This is dawn Schiller, certified trainer and business consultant at the Shula group with people thrive companies thrive podcast. I've talked before about the crucial need for skills, and I don't mean technical skills, or coding skills, or even trade labor skills those can all be taught and learned and all sorts of courses in programs in order to learn those. The training that I'm talking about is, but we traditionally label soft skills. A previous episode in this podcast. I talked about Jeff Weiner CEO's linked in and how he continuously talks about the need for those soft skills, and it's critical need and those are skills like Orel communication written communication team, building leadership, tie management, and ninety two percent of employers say that skill shortages is negatively affecting productivity employee satisfaction and turnover. This is why training ongoing training is so important less than forty percent of millennials in thirty percent of jen's e workers feel that they have the skills, they need to succeed. So fewer than forty percent. Money's fewer than thirty percent of gen Z workers. They are looking to. Two businesses their current employer's or future employers because they'll make the switch to help get them ready in the new era. And with many of the manufacturing jobs being outsourced to other countries. What is left it? Those creative skills communication. Seth Godin 's book Lynch pin talks about the importance of having those people who are crucial, but it's not because of the hard skills. It's because of their ability to be innovative, and creative. That's where communication and team building and leadership all come together. It's not about I am the best coder that there is or I end the best financial analyst that there is. It is about how I communicating. How am I in Spiring? How am I leading? How am I getting the best out of my teammates, and my direct reports? Can you see how those kinds of skills can really cause an organization? To catapult. We're talking in terms of employee engagement being fulfilled being knowledged most workers say that they're number one and number two reasons for feeling fulfilled in their in their jobs are while it's that being fulfilled. But they're doing work that they feel is, is a good use of their strengths their gifts, and that there are knowledged money and salary come below that. So if you think about if they wanna be fulfilled in their work, and they wanna be acknowledged what's a great way to do that, while help everybody in the organization improve their communication improve their leadership, their team building. I'm going to feel much more fulfilled that I am using my gifts my strengths if it's actually called a pot in my job to use those gifts in strength. What that means is my manager, my leader. My vice president wherever I am in the organization needs to know what my skills and my strengths and my guests are and utilize them maximize them appropriately. Then if I'm utilizing them, and I got acknowledged for it. I am going to feel engaged fulfilled. Happy less likely to be looking for another organization. Why would I am getting my needs met those, those internal needs met my salary meets my external needs? My internal needs need to be met as well. Seventy percent of employees believe training could help them become more focused on the job and better at managing their time. So why not give that them? How can they be more focused on the job that time management skill that just Weiner mentioned? If they can manage their time better, they can be more focused, part of this is am I is what I'm doing is what's on my to do this, actually really important. Is it really going to make difference? Then if they're aware of that, that, yes, indeed my job description. And what I'm doing on a day-to-day basis is crucial and important to the running the efficient running and successful running of this organization. But if I don't feel that and I just have this sense of what am I even doing here? That is not sustainable and it certainly does not feed. The internal salary may feed the external, but we need something to feed the internal as well. Eighty three percent of workers participating in a mentoring program admitted that their experience, passively influence their desire to stay at their organization. Why, why is that? Because if they're a mentoring program, it's because they are specifically wanting to work on more traditional soft skills. We don't go in a mentoring program for hard skills that we, we may pay for a course or or specific training in that skill. But we don't go into mentoring usually for those kinds of skills, we go into a mentoring program because we need something that's a little more. Intangible, we need someone to model good leadership. We need someone to help us with our communication and our negotiation skills. We need someone who can see the best in us and help. Bring that out of us and give us tools and strategies to, to climb up that ladder. But again, that is all about soft skills. So where are you in your organization, focusing on developing the skills in your workforce? Is it even a conscious effort? Is there any kind of training program you have or mentoring program? What about your on boarding process? Do any of those things that are hopefully in place. Do they bring in? Those concepts of improving communication leadership. Team building time management creativity innovation. What if your organization actually dead focus, some of your training and development budget time resources in? Developing maximizing and really getting the best out of your people. You know, I know it's a it's a slogan, be all that you can be. But if you think about it, deep down. Isn't that probably what each and every one of us really wants, if we're aware of it, don't we want to be able to use our skills, our gifts and for people to notice and to be able to continue to advance and Phil worth while. That's what that's what I want. Had a lovely lunch with some friends of ours, some time ago and she's in, in the search for a new position. And she found one and she's, she's not loving it. And she said, what's interesting is that when she talks to people like her parents or, or other colleagues or friends and about how she just not feeling fulfilled. He feels like this is a soul sucking job. The response that she's getting as suck it up suck it up buttercup. Just just you gotta do your time. That's what work is, you know, you go and you do something that you may not want to do and you probably don't wanna do, but you do it because that's, that's what you have to do. And I was a little taken aback, because, of course, our entire company has the opposite viewpoint which is what if your employees and staff actually liked coming to work. Maybe because of the people, maybe because of the, the work in the world that, that this organization or this company does. But what if more it was because they came to work going. I know what I'm doing makes a difference. I know that it's important, I know that people appreciate what I do. And I'm excited to see what kind of impact that can make today. What difference I can make what ripples I can cause to start going outward. I truly believe that every single person in an organization from the janitor all the way up to the CEO can have that feeling of what I do makes an impact, and it's up to us as leaders in organizations to promote that to make sure that's part of the culture and starts at the top. And then it works its way down. So then the next level and the vice presidents, and then the directors and the managers, everybody on their team at each level. Feels seen heard acknowledged because of what they can do in the organization because of what they can offer what they do offer and then being. Acknowledged for that. Do you see the magic in that? Do you see that vision? Do you see the potential? What could your organization look like if that's how you're staffing, employee's felt? How would your day be different? That's how you felt. If you'd like to learn more our you'd like to delve into what could a culture and a strength space workplace and this positive leadership and team building what could that do for my company? Visit us at the Schuler group l l c that com. Click on one on one complimentary consultation. And let's see what kind of magic we can create in your organization until next time may you thrive.