12 Keys to employee engagement – 6

“We don’t like to train our employees. When they earn certifications or get other accomplishments they think we should pay them more. That just makes a lot more work for us, explaining why we can’t pay more.”

This is a real quote from a real corporate executive. He said it directly to me (a training fanatic) just last month.

Then he answered my question about his turnover rate with an answer that made me embarrassed for him.

Think his employees are engaged and working at a level which significantly contributes to the organization’s bottom line success?

I think not.

“Is there someone at work who encourages your development?”

That’s the sixth question in the Gallup organization’s 12 measures of the engaged employee.

To me, this measure means a couple of things: first, it means knowing your team members well enough to know how to encourage their development.

Secondly, it means helping each person set individual development goals, and reach those goals. It might not mean more training at all; it may mean giving them the opportunity to mentor with someone in a different role or department to see how another area of work fits for them.

Clearly it means management taking an interest in the individual, and helping them grow personally and professionally.

I feel sad for the people working for a company that sees employee development as a negative. I know that, despite this, many dedicated people work for this company – for now. But I also know that for this company – or any company – to truly thrive, they’ll have to focus on, and support, their worker’s development.