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What would you say to decision makers who turn down training offers, claiming high turn-over rates mean they are virtually training their competitor’s future employees?

Matt Treat's Profile

Answers

Chris Holtzer
Title: Senior Manager - Strategic Analysis
Company: Sargento
(Senior Manager - Strategic Analysis, Sargento) |

Well, for starters, I would say, they are right.

But, high turn-over is a symptom of a larger underlying problem.
Why is every employer happy to pay more for a new hire, than promoting existing workforce? There is a domino effect to promoting within, but there is also a universal apathy to under reward promotion within, which I am sure a HR person can explain, but from a purely financial perspective, it’s expensive, and it’s bad business.

People leave shortly after completing CE programs because the "other guys/gals" are willing to pay more for the newly developed talent. Not training or sponsoring CE will not change that. Simply paying for CE is not where the benefit ends; the sponsor should also make sure that what they are paying for can be supported with an appropriate career path, and that the path is appropriate for the individual (employee). Paying for an entry level accountant’s MBA doesn't make a much sense if you don't plan to move them into a different role. And if the company doesn't recognize the market value of their workforce, someone else will.

Topic Expert
Wayne Spivak
Title: President & CFO
Company: SBAConsulting.com
LinkedIn Profile
(President & CFO, SBAConsulting.com) |

High-turnover, by plan, design or poor management is always costly.

I think the question has emphasized the wrong aspect. It should be why do we have high-turnover and how can we stop the bleeding.

(Agent, JKS Solutions, Inc.) |

What I would say to decision makers who turn down training offers because of high turnover rates is actually a series of questions....

1. Has your firm experienced high turnover?
2. If so, have you identified the cause of high turnover?
3. Our training system promotes solutions to this problem, would you be interested in hearing more about management programs that could help reduce high turnover?

They may have a toxic manager in the ranks.

If the response is related to training their competitors employees, that means this firm only hires inexperienced talent that will move on after the initial 3 year mastery of their first job when they are seeking higher pay or thinking about a change of life event such as children or marriage.

You might try to change your target customer to companies who value long term employees and provide great workplaces as a method of retention. Try researching companies that have visible retention programs and management training programs already and see if that changes your success rate.

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