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Every day in the Napa and Sonoma Valley, employees of Renteria Vineyard Management spend time attending their business training academy. They learn how to prune, operate machinery and develop leadership skills.

This investment in his team’s development is a key reason Oscar Renteria has successfully retained his employees, even though many of them are seasonal workers.

Now I’ve heard business owners say. “what happens if I spend all this money on training and development and they leave?”

The real question you should ask is, “What happens if I don’t develop my workforce at all?”

To retain quality employees, we need to provide -

• Job mastery training

• A sense of purpose

• Autonomy

• Feedback & Coaching

• Mentorship

• Professional and Personal Growth

and yes, even small businesses can do this.

Start with the math

The potential costs of reskilling and upskilling may seem overwhelming but let’s break down the math. The average cost to hire and train a new employee is around $7,400 (The Real Cost of Recruitment - SHRM, 2022).

This does not count the time we spend screening applicants, conducting rounds of interviews, and the time spent internally assessing the candidate pool. Then weave in the price of losing current talent.

Businesses that successfully help employees move internally, vertically or laterally keep their talent 2x as long (2023 Workplace Learning Report, LinkedIn Learning)

So how do you do this?

Your 6 Steps to Implementing an Employee Development Program

Step One: Consider where your business is going

To embark on any journey, you must first know your destination. Consider where your business is headed in the short and long term. What are your goals, aspirations, and challenges? Align your employee development program with these objectives to ensure that it becomes an integral part of your strategic roadmap.

Step Two: Assess knowledge and capability gaps

Analyze your team's existing skills and competencies. Identify the gaps between your current state and your future goals. This knowledge gap assessment will serve as the foundation for tailoring your employee development initiatives. Remember, every gap presents an opportunity for growth. You can use this knowledge and capability to:

• Provide employees with new skills to use within their existing role

• Develop a succession plan for existing employees to move into higher roles within the company.

Step Three: Include employees in the process

Your employees are your greatest asset. Involve them in shaping the employee development program. Seek their insights on areas they feel need improvement and the skills they aspire to acquire. When employees actively participate in the planning phase, they feel valued and engaged, leading to higher program adoption rates.

Step Four: Explore Development Options

Consider various development options that align with your business and employees' needs. These could range from workshops, online courses, mentorship programs, and job rotations. Remember to offer various options to cater to different learning styles and preferences. A diversified approach ensures a well-rounded growth experience.

Step Five: Work Out the Details

Iron out the specifics. Define the learning objectives, timelines, and success metrics for each employee development initiative. Assign responsibilities to ensure accountability and establish a clear communication plan. The devil is in the details, and a well-defined plan sets the stage for seamless execution.

Step Six: Implement

With the groundwork laid, it's time to put your plan into action. Launch your employee development program with enthusiasm and commitment. Provide the necessary resources, training materials, and support structures. Regularly review progress, gather feedback, and make necessary adjustments to keep the momentum going.

The Wrap-UP

Investing in your team will pay dividends. Believe it or not, there is only an upside to developing your team. It will -

• Increase retention

• Improve the customer experience

• Improve the employee experience

• Prepare them for the next chapter of their career, even if it is not with your company! If they do move on to another opportunity, you will have a brand ambassador who remembers their time with your company in a positive light.

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