Reducing employee turnover and attracting the right talent is a top business imperative for 27.3 percent of health plan IT leaders today. Every time a company loses an employee, they must spend time and money on job postings, interviews, onboarding, lost productivity, and more. Employee turnover can cost companies hundreds of thousands of dollars every year. From my experience, the key to retaining top talent is robust, ongoing training.
If a company does not provide adequate training, employees can feel like they’re not qualified for their job because they don’t know what to do; at the same time, they are afraid to ask questions for fear of seeming incompetent.
I’ve seen this time and time again throughout my career.
People begin to ask themselves, “Why am I here?” “Am I in the wrong job?” “Maybe I should go somewhere else.” As a result, companies lose talented employees, and an opportunity to have that person speak up, improve processes, and advocate for your organization.
If an organization hires someone new, there’s only so much someone can learn on their own. The easiest and most effective way to ensure they succeed in their role is through training.
Every health plan is unique. Training helps organizations maintain a skilled workforce, ensure everyone is on the same page, and reduce errors.
When it comes to training, health plans should consider:
- What are you doing to train your folks on all of the systems that create your ecosystem?
- Succession planning- If someone left today, would anyone be able to step in the next day and do their job?
- What processes are in place to ensure you’re regularly updating training programs?
- How are you communicating with your company that training is available?
Especially today, as we support a blended remote and in-house workforce, employees have less day-to-day interaction with their peers. People might feel extremely alone in this work environment, and training is a productive way to take advantage of the downtime and engage with your teams.