Recruitment, Retention and Motivation

This may be the most challenging issue that challenges HR today. Human resource professionals anticipate that retaining the best employees will be the greatest HR challenge in 2022. 59% of respondents ranked this factor in their top three challenges. Predictions indicate there will be a lot of people looking for new jobs when the economy improves. In times of economic slowdown and periods when growth is slow, employees become more open to considering other employment options.

Employers today have to find new methods to attract talent through social media, postings on job boards and even other traditional methods such as attending job fairs and sending out promotional mailings to generate interest. The new generation employees are looking for jobs that provide a balance between employment and family, and desire autonomy and the ability to make a difference within the organization.


Companies are well advised to search for diversity that can generate new ideas, better productivity and a sense of equality that builds teamwork. Lack of technical talents has made it difficult for companies to fill specialized positions. Even during periods of high unemployment, technical and technology-driven companies find a shortage of employees with the training and competencies to perform in niche jobs.

Retention has become tougher than any time in the past and has become a heightened issue. Companies sometimes need to offer more in terms of benefit packages or incentives, because people increasingly look for jobs that reduce their risks in tough economic times.

Building a workplace where employees are motivated is an ongoing issue confronting HR professionals. Offering positive reinforcement and feedback to team members has become an ongoing initiative for HR. Company managers must inspire employees and coach them to become top performers. HR professionals need to understand what motivates company employees, and incorporate them into compensation or rewards systems. Finding out why people are leaving and addressing the issues is a role HR also plays.

Research shows that 40% of employees who receive poor job training leave their positions within the first year.

They cite the lack of skills training and development as the principal reason for moving on.


Despite the initial monetary costs, staff training pays back your investment. Here are just some of the reasons to take on development initiatives:

#1 – Training Helps Your Business Run Better

Trained employees will be better equipped to handle customer inquiries, make a sale or use computer systems.

#2 – Training is a Recruiting Tool

Today’s young workers want more than a paycheque. They are geared toward seeking employment that allows them to learn new skills. You are more likely to attract and keep good employees if you can offer development opportunities.

#3 – Training Promotes Job Satisfaction

Nurturing employees to develop more rounded skill sets will help them contribute to the company. The more engaged and involved they are in working for your success, the better your rewards.

#4 – Training is a Retention Tool, Instilling Loyalty and Commitment from Good Workers

Staff looking for the next challenge will be more likely to stay if you offer ways for them to learn and grow while at your company. Don’t give them a reason to move on by letting them stagnate once they’ve mastered initial tasks.

#5 – Training Adds Flexibility and Efficiency

You can cross-train employees to be capable in more than one aspect of the business. Teach them to be competent in sales, customer service, administration and operations. This will help keep them interested and will be enormously helpful to you when setting schedules or filling in for absences. Cross-training also fosters team spirit, as employees appreciate the challenges faced by co-workers.

#6 – Training is Essential for Knowledge Transfer

It’s very important to share knowledge among your staff. If only one person has special skills, you’ll have a tough time recouping their knowledge if they suddenly leave the company. Spread knowledge around — it’s like diversifying your investments.

#7 – Training Gives Seasonal Workers a Reason to Return

Let seasonal employees know there are more ways than one to contribute. Instead of hiring someone new, offer them a chance to learn new skills and benefit from their experience.

#8 – Learning and Upgrading Employee Skills Makes Business Sense

It starts from day one, and becomes successive as your employees grow. Granted, it may take some time to see a return on your investment, but the long-term gains associated with employee training make a difference. The short-term expense of a training program ensures you keep qualified and productive workers who will help your company succeed. That’s an investment you can take to the bank.