Is there some merit to training your employees with the intention of having them use those skills to leave your company? It appears so. An article posted over at the CNNMoney website this week shares the story of one man who is helping his employees realize their career goals, no matter what those goals might be, while growing a loyal client base.
I often discuss the importance of motivation. Your employees need to know that they matter, that you are taking the time to know them as individuals, and that they are being challenged. Through his training program at My Maid Service in Ohio, Derek Christian accomplishes all three.
With the help of a consultant, Christian developed a plan to reduce the turnover rate of the employees who cleaned homes for him. He meets one-on-one with each of his employees, discovers their career goals, and then helps them develop an appropriate plan. Christian pays for the necessary training classes and, in return, the employees agree to stay with My Maid Service for two years. With employees typically leaving after four months, this increased length of employment made for quite an improvement! Clients felt more comfortable hiring a company that was not bringing new people into their homes every few months.
We’ve seen other examples of similar incentive programs. Some states or districts and even the federal government offer student loan forgiveness for graduates who agree to teach in the public schools for five or ten years. Employees at a college often can take courses at that institution for little or no cost. In the instance of My Maid Service, though, the training being offered does not directly benefit that company. The reward instead is simply the loyalty and longevity of many experienced employees, which always lead to better business. What a great concept!
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I love this story. I have consistently read that leaders who help employees strive for their true career goals are the ones who run better organizations.
Joe, this is a terrific message to all employers. When employees see that their leaders are investing in them, they feel valued, realizing that the job they’re in has real growth potential. Although that growth may position employees for other jobs, it doesn’t preclude that they would pursue them, especially outside the company. Most of us would rather stay where we are than make a change. The grass may look greener, but sometimes we have to be very very hungry to make the effort to nibble under the fence to get it. Thanks for this great post!
Dawn and Todd – after reading Todd’s recent review of Delivering Happiness, the story about Zappos, I was even more convinced that what has always been my philosophy with regard to focusing on employee growth is a critical success factor for any company!
Thanks to you both for all you do to teach me and expand my thinking! I really appreciate what you do to make me better! Joe
i have worked for this company. it’s all a bunch of lies. all of the girls who have left for schooling have done it on their own and paid for it on their own. he has had nothing to do with getting anyone anywhere futher. once the girls are gone off to better jobs he then uses them as examples of his work. it’s a shame that the editor of thsi article didn’t bother to check the facts.