Article by Yustina Saleh, Ph.D., VP, Research and Value, Visier
I regularly talk to employees of companies of all types and one of the most frequently cited challenges is a feeling of stagnation – workers don’t feel they have been able to push their careers forward as they may have done without the disruption of the last two years.
When the job market eventually reopened, workers voted with their feet and sought new opportunities elsewhere in record numbers. According to research commissioned by Visier last year, a desire to learn new skills and a lack of training opportunities were among the top reasons cited by job leavers for changing roles.
The same research found that almost three-quarters of employees (73%) would most likely change roles for another with similar pay but greater opportunities to learn new skills through work and training. This is particularly true for younger employees, with 83% of Gen-Zers willing to seek upskilling opportunities elsewhere.
It stands to reason, therefore, that skills should be top of the agenda for any staff retention strategy. So, what do businesses need to do to prevent a mass exodus of valued employees? And what options do workers have to maximise the training opportunities currently available to them without looking elsewhere?
One of the biggest challenges facing businesses is that they often do not have a holistic picture of the skills profiles of their current employees and consequently where there are large skills gaps. Nor do they have visibility into the skills that the organisation or their teams might need.
The challenge is that more often than usual, training is delivered in an ad hoc manner, without any real strategy underpinning it. This is bad for employees, who feel their careers are not being invested in, bad for leadership teams, who will find it hard to quantify the impact of money and time spent, and also bad for the manager who doesn’t have the technology or tools to capitalise on the talents of their employees.
So, how do – or should – Learning and Development teams tackle this?
Once you have a Learning and Development pathway clearly defined and you have clearly identified skills gaps – both for the organisation and within the wider labour market – it’s then possible to start matching employees to the correct training programmes. Currently, in many organisations, the onus is still put on the employee themselves to seek out information on what courses or programmes they can enroll in. Instead, these pathways should be used to provide employees and their managers with analytics on the skills the employee is expected to learn, and simulate their pathways with these added skills.
Take into account that when the average working day has multiple competitors for attention, it’s easy to see how seeking out learning opportunities can fall down the priority list. It’s no longer enough to assume that employees will take it on themselves to research their options without clear incentive or guidance. This is why learning should be one of the metrics that employee and manager are evaluated upon. This will allow them to see the ROI of learning and development programmes and incentivise greater progress.
The good news is, once this process is in place, it will be easier for employees to understand which skills will be most beneficial to their current role and their longer-term career prospects.
Businesses should work harder to ensure team members actively engage with development opportunities and offer a personalised programme to each employee. Again, data and insights are central to this process and measuring the effectiveness of training. Detailed analysis can reveal the most effective initiatives and help develop engaging and rewarding development plans.
Employees are not just a company’s greatest asset, but also its most renewable and malleable. People’s endless capacity to learn, adapt and improve is the lifeblood of any successful organisation, so having the right process in place to enable that is essential if retaining personnel is a priority.
People want to feel valued and there is no better way to do that than investing in their future. Data and analytics are your secret weapons for making the most of human potential unleashing the power of all things work and talent.
March
28marAll DayOne Tech World 2025 | WeAreTechWomen’s Virtual Conference For Women In Tech
28/03/2025 All Day(GMT+00:00)
For over nine years, WeAreTechWomen has proudly championed women in tech through their renowned conferences and events. Since 2020, over
On March 28, 2025, we’re excited to deliver our sixth global virtual learning experience on our advanced conferencing platform.
This year’s conference will be a dynamic space for exploring emerging technologies and disruptive trends across the industry—and thanks to the support of our exceptional sponsors, attendance will be entirely FREE.
We’re committed to broadening the view of technology’s future for both current and aspiring women in tech. By highlighting the industry’s future and encouraging women from all backgrounds to consider tech careers, we aim to foster inclusivity—crucial for creating products and systems that reflect and serve everyone.
While our conference can’t resolve gender parity overnight, it acts as a powerful catalyst for change. One Tech World empowers attendees to explore global tech advancements, gain essential insights, and build the skills and networks necessary for the evolving tech landscape.
Join globally renowned speakers and an inspiring group of TechWomen100 award alumni as they share invaluable insights in our interactive sessions spanning a wide range of technology topics. Beyond thought-provoking presentations, we’ll host career development panels, engaging fireside chats, and robust networking opportunities through live chat rooms.
Our agenda is thoughtfully designed with feedback from our community to ensure it meets their evolving needs. We aim not only to accelerate participants’ careers but to offer a comprehensive view of the tech landscape and its influence on the future of work.
Free
01apr09:3012:30Dementia and the Workplace: A Guide for HR and Workplace Leaders
01/04/2025 09:30 - 12:30(GMT+00:00)
Radyr Golf Club
Drysgol Road, Radyr, CF15 8BS
Learn how HR can support employees with dementia by fostering inclusive policies, raising awareness and creating a strengths-based culture.
With rising retirement ages and a growing number of younger people diagnosed with dementia (over 71,000 under 65), it’s vital for HR professionals to increase awareness and understanding of dementia in the workplace. This session will explore how dementia can affect individuals differently and provide practical strategies for offering meaningful support at work.
Younger employees with dementia may face unique challenges, such as balancing caregiving responsibilities or raising children alongside their diagnosis. Navigating workplace systems can be overwhelming for them, but with the right policies and approaches, you can make a difference.
At this session, we’ll challenge outdated perceptions of dementia and focus on how HR leaders can foster inclusive, strengths-based environments that empower individuals at every stage of their journey.
This session is designed for HR professionals, managers, occupational health teams, and anyone responsible for employee wellbeing. If you’re keen to create a workplace culture that truly supports colleagues with dementia, this is for you.
We are part of Platfform, the mental health and social change charity with over 30 years experience. Effro is Platfform’s dementia support project which supports people living with dementia to lead fulfilling lives based on sensory experiences and activities that spark real joy.
Many dementia charities and organisations only focus on the practical or medical needs of the people they work with. At Effro, we believe there’s more that can be done; that recognising the needs, preferences and individuality of each person creates opportunities for a better life.
Through this approach, we work with people to explore the things that interest them, that bring fascination or excitement, and that add to a life joyfully lived.
The work we do with people living with dementia includes activity sessions in any residential setting, one-to-one support, liaison and guidance, and new ways and ideas to reignite passions and stir positive memories.
Rhian Pitt
Rhian has been co-producing, developing, and delivering workshops with Effro since the training team was formed in 2021. With nearly 15 years of experience in teaching and training, she also brings personal connections to dementia, remaining mindful of the topic’s sensitive nature.
Rhadyr Golf Club, Drysgol Road, Cardiff CF15 8BS
www.radyrgolf.co.uk
Light refreshments are included
*This event may include an external speaker who has prepared their own presentation. Any views or opinions expressed by the speaker are their own and do not reflect those of the CIPD.
01apr10:0013:00Women in Business: CoWorking & Connections | Milton Keynes Accelerator
01/04/2025 10:00 - 13:00(GMT+00:00)
NatWest Milton Keynes (C:MK shopping centre, door 14)
Midsummer Boulevard 164 Midsummer Arcade Milton Keynes MK9 3BB
Bringing female founders together to cowork in our accelerator events space on a monthly basis; informal connectivity and network expansion. As longstanding
As longstanding supporters of Women in Business we understand the various challenges that women might face when setting up or running their business, and our goal is to make a positive difference to women in business across the UK through our Business Builder and Accelerator programme and our Women in Business Specialists who provide tailored support for women looking to start up and grow their business, no matter what their size or sector.
As the largest supporter of UK businesses, we champion anyone starting or growing a business, with a specific focus on women and those from ethnic minority communities.
NatWest is a business that understands when customers and people succeed, communities succeed, and the economy thrives. As part of our purpose, we are looking at how we can drive change for our communities in enterprise, learning and climate. As one of the leading supporters of UK business, we are prioritising enterprise as a force of change. This includes focusing on the people and communities who have traditionally faced the highest barriers to entry and figuring out ways to remove these. Learning is also key to their continued growth as a company in an ever changing and increasingly digital world.
Detailed research found that the biggest opportunities to help female entrepreneurs fell into three areas:
1. Increasing the Funding directed towards them.
2. Greater family care support
3. Relatable and accessible mentors and networks.
Yet, despite more women setting up and scaling up in business the disparity between men and women starting businesses remains and the latest research shows that women in business are still not getting their fair share of funding.
Join us to cowork and network; the kettles on.
Bring your laptop or device to get some work done, we’ll provide the wifi and the biscuits!