Workplace learning: the key to staff productivity and retention

Jenifer Burden at the Gatsby Foundation discusses the importance of work-based training and education.

One million small businesses across England – over 80% - have serious recruitment concerns.¹

More than two in five cite sourcing talent with the right knowledge and skills as an issue. And alongside bringing in new talent is the vital need to maintain a focus on upskilling current employees This is a strong way to improve staff retention and boost productivity.

The education and skills landscape in England offers a range of opportunities to do so. These range from developing basic maths, English and digital skills, through to short courses for technical upskilling, and longer courses towards formal qualifications.

It’s key for businesses to understand the breadth of opportunities available to them, so they can identify the right opportunities to upskill existing employees, as well as bringing in fresh perspectives and identifying new talent – for example, through offering workplace experience and learning to younger students.

Engaging with the education landscape

In England, small businesses make up 97% of employers. More than half of them (55%) are worried about the lack of skilled candidates. In addition, 86% admit they face barriers upskilling current employees.

Understanding the opportunities available through the education and skills system can help employers overcome these challenges. Employers can work with schools, colleges and universities, and the wider skills system, to benefit their business and their workforce. The benefits include discovering new talent and fresh perspectives, building new partnerships, and making valuable local connections.

Workplace learning the key to staff retention

Businesses recognise that the top motivators for their employees to perform are ‘a clear route for progression’ (47%) and ’opportunities to develop new knowledge and skills’ (43%). However, on average, just over a third (38%) of small business employees undertook training in the last year. This means that many businesses are losing out on nurturing talent – and, in turn, employees.

Investing in an employee’s professional development is a clear sign that an employer values their staff and sees a future for them in the business. This can re-energise employees’ enthusiasm for their roles and may mean they stay within the business longer as a result.

As an employer, equipping your staff with access to life-long learning will ensure the business has up-to-date knowledge on specific issues. And it will also give talent access to new ideas which can bring fresh perspectives and revitalise the company.

Getting employees involved in wider education engagement opportunities can also be great for their professional development. For example, mentoring an apprenticeship or T-level student can help to build communication, leadership and management skills.

How businesses can get involved with education

The research shows that one of the main challenges for small businesses is getting to grips with the education and skills landscape. This has changed in recent years and can be complex to understand.

The Education Landscape: A Guide for Employers is a new resource that has been developed with major industry bodies (such as the British Chambers of Commerce and the Federation of Small Businesses) to help businesses understand how they can get the most out of engaging with the education and skills system.

It includes information on how technical education is changing such as introduction of new T-level qualifications, today’s apprenticeship programmes, and Higher Technical Qualifications that offer specialised training for adults. All of these have been designed to better meet the skills needs of businesses.

Getting involved with the opportunities being offered by schools, colleges and universities can benefit business in many ways, such as finding and nurturing the talent you need - motivated people with the right technical skills and experience – and shaping the skills being taught in the local area around specific business needs.

What can employers do?

Linking with local colleges or universities can open the door for professional development, especially technical training options, which will support work-place learning programmes. For example, the Higher Technical Qualifications offer specialised training for adults, designed by expert employer panels to meet occupational standards. These qualifications have a quality mark attached, so businesses can be sure employees will develop the knowledge and skills needed.

The Education Landscape website has a list of organisations who can help businesses engage with the education and skills landscape, whichever industry they work in and wherever they are based in the country.

This will help businesses discuss professional development with their employees, and the technical training and support they are seeking for their professional growth.

Jenifer Burden MBE is Director of Programmes at Gatsby, a charitable foundation set up by Lord David Sainsbury which supports and strengthens technical education

Main image courtesy of iStockPhoto.com

¹The Censuswide survey of 502 decision makers over skills/training and/or recruitment in SMEs in England only took place between 13.04.2022 and 19.04.2022. There are 1,190,835 small businesses who employ 1 to 49 employees in England and 81% of these (964,576) stated that they have serious recruitment concerns.