LIFELONG LEARNING
Investing in Employee Development Can Have Exponential Returns
BY STEPHANIE ROBERT
Gallup has discovered one of the most important factors in creat- ing a high-performance workplace is instilling a high-development culture: one that values and invests in the growth of individuals. In fact, according to Gallup, “Organizations that have made a
strategic investment in employee development report 11% greater profitability and are twice as likely to retain their employees.” Today’s working teams do not have the same traditional
worker-manager relationship from days past. Our teams are far more matrixed and more flexible in scope and approach than ever before. So how do you create a high-development culture in a workplace that is changing at the speed of light? What do our employees really need to be successful in their roles? And how do we deliver it in an authentic and consistent way?
Investing in people is a two way-process where employers invest
in their employees so that these employees are happy and willing to invest meaningful work for the company. Providing your staff with meaningful work will make your company an “employer of choice” and raises the perception of the company as a whole. We are all well aware that the demands and desires of today’s em-
ployees have changed exponentially, especially as we emerge from the pandemic. People are looking for more than just a paycheck. They want purpose and meaning from their work – they want to make a significant difference. Senior living itself is purpose-driven and frequently attracts those who want to help others. But in addition to this, employees want to be known for what makes them unique. And they want relationships, particularly with
THE PAST
My Paycheck My Satisfaction My Boss
My Annual Review
My Weaknesses My Job
18 SENIOR LIVING EXECUTIVE JULY/AUGUST 2022
OUR FUTURE My Purpose
My Development My Coach
My Ongoing Conversations My Strengths My Life
Source: Gallup: Building a High-Development Culture Through Your Employee Engagement Strategy
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