Presales staff
are typically provided with an abundance of technical training (product,
architecture, etc.), but soft skills training specifically for presales is often
neglected. While I knew, anecdotally,
that this can result in employees seeking other opportunities, I didn’t realize
just how important it can be. A recent
study by GP Strategies showed that
“53% of
respondents have LEFT an organization because they didn’t have enough
opportunities to develop their skills.”
(https://www.gpstrategies.com/wp-content/uploads/2018/05/2018_Voice-of-the-Learner_Report_05.15.18-FINAL_OL.pdf)
Wow. A quick web search for other studies yielded
very similar results – the lack of soft skills training appeared in multiple “top
reasons why people leave” reports (see below for a sampling).
If you are a
presales manager and have been “on the fence” regarding providing soft skills
training for your team, perhaps this will help move you to make that
investment.
An additional
thought: reward your best performers as an additional
incentive. After all, they are likely at
the greatest risk of “moving on” (and are also likely your greatest assets).
If you are an
individual contributor (and especially if you are one of the best on the team),
you are welcome to add your voice to this…!
[Warning:
Shameless Self-Promotion Alert!]
Hey, I know – how about sending a few of your best
performers to a Great Demo! Public Workshop?
We have sessions currently available as follows:
- August
1-2 in Denver – click here for
pricing and registration information.
- September
5-6 in Amsterdam – click here.
- October
10-11 in the Silicon Valley – click here.
You can find more information on these sessions at https://www.secondderivative.com/news---events.html
4.
Opportunities to Use Their Skills and Abilities
When employees use their
significant skills and abilities on the job, they feel a sense pride,
accomplishment, and self-confidence. They are participating in activities that
they are good at and that stretch their skills and abilities even further.
Employees want to develop
and grow their skills. If they’re not able to do this in your jobs,
they’ll find one where they can. This includes opportunity. If an employee
can’t see a path to continued growth in their current organization, they are
likely to look elsewhere for a career
development or promotion opportunity. Make sure that you’re
talking with them and that you know their hopes and dreams. Help them create a
clearly defined path to achieving them.
(https://www.thebalancecareers.com/top-reasons-why-employees-quit-their-job-1918985)
06. There aren’t enough career development opportunities
Employees want to develop professionally. They want
opportunities to advance their careers — not just crank out work for the sole
benefit of their employer’s wallet.
Our research has
found that only 25% of workers feel as though there are ample opportunities for
development at their organizations. If you never offer your staff career
development opportunities, don’t be surprised when there’s an exodus. (https://www.tinypulse.com/blog/7-common-causes-of-high-employee-turnover)
9) Too few
growth opportunities. One of the most common reasons employees express for
leaving their jobs is lack of challenge and potential for career growth. The
most successful employers find ways to help employees develop new skills and
responsibilities in their current positions.
5. No Personal Growth
Ah yes, the much discussed need for 21st century
workers to develop themselves in their jobs. Especially with the millennials
entering the work floor, personal growth is more important than ever. This
doesn’t have to be growth in terms of promotion per se, but more so in terms of
opportunities to grow and develop skills. If you don’t provide your employees
with the tools to do so, they might find an employer who does.
4. Training for
performance: Workers were given
little opportunity to improve their personal and professional skills. (http://www.tembostatus.com/blog/the-top-7-reasons-for-employee-turnover)
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