In addition, a well-targeted training program can help expand the pool of applicants to include workers with experience in other industries. In a poll of system administrators and network specialists, training was the most frequently mentioned way that respondents said their employers could make them want to stay. Particularly for technology employees, training is a huge and key retention factor, according to the poll. One thing they expect from an organization is not only the opportunity to learn by doing, but to expand their knowledge by training. Although learning new skills does increase an employee's value to other employers, the chairman of an IT services company in California says her company has found that training actually makes employees more loyal.
Training lets employees increase their skills and gives employers a more skilled workforce.
An accompanying strategy in addressing the problem of retention for some companies has been to document the green grass on their side of the fence. To do this, they establish a realistic career path and salary curve for the staff as a whole and publish it. This provides the staff with a clear, measurable picture of their future if they stay with the organization. This also helps to counter-balance offers from the outside, allowing staffers to make a concrete decision about their future with the facts in front of them. Companies are learning that that can't rely on money alone to recruit and retain employees.