Blog: Three Ways Training Can Improve Culture and Retention.

Today’s workforce is in flux. Employee migration, the want for hybrid/work-from-home schedules, and people just not coming back to work have employers scratching their heads regarding how to keep folks on board. According to PwC’s “The Future of Work,” 45% of chief financial officers are not confident in their company’s ability to retain critical talent. According to my math, that’s almost half. So, what are employers to do? Well, I’m glad you asked.

Company culture is one area that is often overlooked. While many companies tout their positive office vibes, few back it up. As a trainer myself, I’m going to look at three ways training professionals can improve the organizational culture to limit employee disengagement now and in the next workforce shift.

Culture Club is a Part of Onboarding

Immediately let your employees know that they are a player in the organization. Knowing they are in the long-term plans for the company, and their success, is a spirit boost. It is also the trainer’s job to provide inclusion on career tracking, company updates, and the proper resources for employment Q&A. The aim is to let new employees know this is their workplace too.

Be Rigid About Being Flexible

In my experience, solid training means preparing people for when things go right and when things go sideways. Since workplace expectations evolve daily, policies can rapidly become outdated. Set a baseline during training for skills and productivity, and work to change with the employee as time progresses. Be realistic with your outlook, and be sure to communicate your understanding of change being the new normal.

Trust in Peace

Employees can be leery of the unknown; the less they trust their organization’s ability to adapt or change, the more they fear what change could mean for their jobs. Exclusion can lead to low morale and toxic chatter. Trainers can help overcome these concerns and be change agents. Be upfront about inter-office resources for advancement or mobility opportunities and any upcoming industry or social events. Let your people know they are part of the team.

Developing an inclusive culture in today’s environment requires an investment in patience, trust, and support. The reward is a trusting, reliable, hard-working team that understands their importance through thick and thin.