A couple of weeks ago, we wrote about Turnover Problems and explained how process documentation can help reduce frustration. In this second part of “learning from my mistakes,” I’m going to admit that all of the process documentation in the world isn’t a substitute for training.
Training is another vital aspect that contributes to reducing turnover. Providing employees with comprehensive training programs ensures that they have the necessary skills to fulfill their roles effectively. It not only helps them understand the company's expectations but also empowers them to overcome challenges and excel in their positions. This sense of adequacy and competence significantly impacts job satisfaction and motivates employees to stay with the organization.
Effective training programs also contribute to employee development. When employees perceive opportunities for growth and advancement within the organization, they are less likely to seek opportunities elsewhere. By investing in their training and development, organizations demonstrate their commitment to employee success, fostering loyalty and reducing turnover. Additionally, ongoing training programs keep employees engaged, as they are constantly learning new skills and knowledge. This continuous learning cycle instills a sense of purpose and fulfillment in employees, further reducing turnover.
Not all training is created equal. As a new hire recently pointed out to me, it isn’t just important to know how to do a task, it helps even more to know WHY the task is necessary and how it fits in the big picture. It was a very valid point. Training shouldn’t just be regurgitating the instructions in process documentation (how boring!). Training should give the work context and demonstrate the importance of the doing.
Process documentation and training work hand-in-hand to contribute to a positive work environment. When employees have clear expectations and guidelines, they experience less ambiguity and stress, ultimately leading to higher job satisfaction. Additionally, training programs can communicate the value of individual tasks and give meaning to individual’s work. This values-driven culture enhances employee engagement and reduces turnover by creating an atmosphere where employees feel supported and valued.
Not to leave our audience hanging, I did mention a particularly high-turnover role in our last article and challenged you to guess which one. Sadly, it is a crucial one in our world – grants accountant. As we continue to wrestle with this issue among our clients, we’d love to hear from you about your successful strategies for keeping your grants accountant’s butt planted firmly in their seat. In the meantime, we’re doing all we can to help build them quality process documentation and celebrate the importance of their role in sustaining the good work their nonprofits do.