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Don’t Fail Your Employees: Why Professional Development Training Is Critical

July 22, 2014 by Bruce Jones, Programming Director, Disney Institute

Zig Ziglar sent an important message when he said, "The only thing worse than training your employees and losing them, is not training your employees and keeping them."

Although many factors contribute to a negative employee culture (poor management, lack of advancement opportunity, low pay, etc.) there is another strong correlation: how well people are trained to do their job. It turns out, if people feel well prepared and well equipped to succeed in their role, it increases their morale.

Ziglar’s message has some weight behind it. According to a recent Gallup “State of the American Workplace” study, only 30 percent of the American workforce is fully engaged in their role. That leaves a big area for improvement, and as we recently discussed, lack of engagement is one of the leading indicators of high turnover.

The problem? Companies select and hire people, but then underinvest in—or significantly underestimate—the amount of professional development training necessary to help employees develop their personal skills and exhibit the organization’s desired behaviors. The impact can be felt in two major ways:

  1. Internal: Frustration can have a detrimental impact on the organization as a whole; motivation and effort decrease, enabling a slow decay of your organizations culture.
  2. External: The story goes that for every one person that hears about a good experience, 10 hear about a negative one—word travels quickly. Frustrated employees are more likely to voice their grievances, especially outside of the workplace. These people can poison your organization, and your brand. 

It makes the case for great professional development training as a means of fostering employee engagement and retention. In the Disney Institute professional development course focusing on Disney Culture, we examine the significance and impact that high-quality training can have on an organization.  

For example, all newly hired (or recently promoted) Disney leaders participate a comprehensive, internal eight-week training program called Transition to Disney Leadership. The course helps new leaders build the “soft skills” required to be an effective leader within our organization, including building a positive team culture, fostering inclusion, leading through trust, giving feedback and coaching, and nurturing creativity and innovation. 

Completely separate from, and in addition to, other required policy and procedural training, the Transition to Disney Leadership program demonstrates to our leaders that we are committed to providing them a solid foundation for success, thus improving engagement and their opportunity to build a positive workplace culture

Tell us – Is your internal training designed to ensure employees are set up for success? How could it be better?

We’d love to hear from you!
Post your response below, or respond to us on Facebook or Twitter using Hashtag #DThinkBlog.

TO LEARN MORE…
For nearly three decades, Disney Institute has provided engaging and insightful learning opportunities for business professionals and organizations, teaching them the Disney approach to business….focusing on Service, Leadership, Culture, Brand Loyalty, Creativity and Innovation. To learn more about how you can attend an upcoming course, see our full Course Calendar. Not sure which course is best for you? Try our Course Recommender.



Posted in Selection, Training, Engagement | Tagged Training, Professional Development Training, Engagement, Retention, Culture, Leadership, Bruce Jones | 0 Comments


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