Long before “The Big Quit” became a global buzzword at the height of the pandemic, with employees at all stages of their careers stepping out of their comfort zones and making brave decisions, many platforms e-learning had already anticipated a major shift in workplace dynamics.
For decades, workplaces have emphasized technical skills. Every hiring manager is looking for candidates who know what they do. Their success at work is measured in terms of tangible results.
But the pandemic and its unforeseen effects on workplace dynamics have caused employees and organizations to recognize that fundamental life skills are just as essential to a person’s professional and personal development as their technical skills. An employee’s duty is to engage in a lifelong learning habit that will eventually help them navigate critical career milestones. Like adult continuing education, keeping your “dynamic skills” up to snuff, being able to apply what you learn every day to real challenges on the job, can become an extremely valuable gift in the long run.
These Thrive Skills are a set of cognitive, social and behavioral skills that enable individuals to achieve continued success at every stage of their career. These include empathy, flexibility, resilience, relatability, effective communication, and good judgment, among many other attributes.
With changing customer dynamics to meet the ever-changing business environment, these foundational skills can help ground every employee in the changes affecting them in the workplace. The Thrive Skills library helps build resilience in individuals. Employees throughout their careers also develop empathy for the organization and the people they work with. They begin to hone their active listening skills and assert themselves at key moments in work conversations. This is how the Thrive Skills framework begins to create meaningful and measurable results, especially when it comes to the productivity of an individual and/or their organization.
The case of “Thrive Skills”
What organizations need to understand is that every new hire expects to be set up for career success from the start. Therefore, Thrive Skills should be an important strategy to retain employees. According to SkillSurvey’s research, co-workers of potential candidates like to give feedback primarily on their soft skills during reference checks. Did the candidate get along with his colleagues? How did they handle crisis situations? What are their strengths and weaknesses? The answers to these questions can reveal the true worth of a study candidate, not just their academic background and technical acumen.
By instilling these Thrive skills through training programs, organizations can have a direct impact on attrition. For example, if an employee is unhappy, instead of leaving, they will understand the importance of effective communication and know how to apply these skills to negotiate with the organization and make their dissatisfaction known.
According to AXA Singapore, three key drivers of employee retention are Thrive Skills products: career development, workplace flexibility and a good manager-employee relationship.
This suggests that by prioritizing Thrive Skills, organizations will be better able to retain employees to achieve long-term goals and milestones. Additionally, the need for employee growth is of paramount importance to employers. In their desire for career growth and personal development, employees are likely to stay in organizations that consistently help them achieve their goals.
food for thought
Organizations with frequent attritions, resignations, and continuous recruiting exercises set themselves up for failure. This cycle is a vortex that very few people can survive. It’s like taking one step forward and two steps back. The recruitment process itself is costly and time-consuming. This involves the cost of training the new employee, orientation and onboarding, setting up tools and job kits, and the length of time it will take to understand the role. In some cases, it takes months to find a perfect replacement for an experienced employee who resigns from a position.
But the takeaway is that the cost of recruiting outweighs the investment organizations make in training their employees on Thrive Skills. Times are such that candidates are increasingly disappointed with mainstream organizations offering high packages. And with several options at hand, it’s not uncommon to leave one lucrative job for another. Therefore, it is all the more imperative for organizations to create an enabling environment for their staff where they feel encouraged and valued.
By introducing the Thrive Skills philosophy, organizations can take a major strategic step towards long-term employee growth and retention.
The opinions expressed above are those of the author.
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