Back to Report OverviewTraining improvements desired
Given that these same training priorities surfaced during our 2020 survey, we can dig a little deeper to understand them further.
Managers said they see need for improvements in staff development and training to ensure staff competency, improve care quality, and address staff retention.
Managers identified competency (43%) as the most desired area for staff development and training improvement. Individual contributors identified continuing education (39%) as the top area for improvement. These data points indicate a leadership focus on organizational outcomes and employee focus on professional growth. Improving each of these areas would support the other.
Improving care quality came in second in manager responses (33%), but a lower percentage of individual contributors rated it as a strong need (17%). Individual contributors chose staff retention strategies as the second highest area of need (34%).
Both groups saw an opportunity to use staff development and training to support staff health and wellness. A higher percentage of managers (27%) than individual contributors (21%) identified that area of need. More individual contributors (21%) than managers (17%) identified leadership training as an area for improvement.
Managers can learn from the areas of importance that individual contributors identified. Staff members are yearning for improvement in continuing education offerings, staff retention strategies, and professional development options.
Managers expressed a stronger desire for improvements that affect organizational outcomes, and their roles require that business focus.
“It’s no surprise that competency, care quality, and staff retention are pressing concerns for leaders. Digging deeper to find how to make those improvements is vital. Conversations with staff and other leaders about what specific deficiencies they see is a good first step.”
Vince Baiera, BSN
Training improvements desired
In another survey question, more than a third of individual contributors (36%) and managers (33%) said their staff development and training program had a “significant impact” on achieving their organization’s top business goals.
Combining the top choices — “significant impact” and “major impact” — we find that more than two-thirds of managers (69%) and individual contributors (68%) recognized the importance of staff development and training for achieving business goals.
To satisfy individual contributors’ desires for career growth and leaders’ aspirations to improve business outcomes, L&D teams can look at whether their systems are optimal for supporting training and staff development.
Does the organization:
- Provide varied training options to meet individual learning preferences?
- Use competency tracking tools?
- Offer assessment-based learning?
- Financially support continuing education for upskilling?
- Offer access to a learning management platform 24/7 at home or at work?
Takeaway:
Individual contributors want more continuing education and professional development options, and managers want to improve competency. If the organization provides learning that supports enhanced competency, that serves both groups’ goals. Employees can advance their skills and improve care quality, and ideally, more competent employees will want to stay with the organization longer.
