Satya Nadella is a name you may not know, but you likely know the company where he is CEO—Microsoft. When Nadella took on the role as leader of this software powerhouse in February 2014, he called together the executive team to discuss how to offer better professional development to employees. 

Nadella firmly stated that Microsoft must use its talent where it can be most productive. He asserted, “Happy employees don’t leave the organization. They give 110 percent and allow us to continue to innovative.” Nadella issued Microsoft executives an assignment: Ask key performers whether they are doing their best work? And if they say no, listen and make changes so that they are. 

Nadella’s directive was simple but powerful. Many managers where surprised when several employees answered that career-changing question with a resounding NO. And then they did exactly as directed; they moved the key performer to a new job area or shifted their workload to retain talent—not just to remain at Microsoft but to thrive.  

Bottom line: unhappy employees leave jobs. In fact, the U.S. Bureau of Labor Statistics reports that 2 million workers leave their current employer every month. The financial cost to companies that lose employees is astronomical. 

What Trainers Can Do to Reverse This Tide   

Trainers play a key role in career development. Encouraging managers and staff to reach their career goals not only makes their work lives more satisfying, but it also helps ensure the company’s continued success. 

Over a working lifetime, many new job areas and career paths will emerge. Organizations must develop today’s employees, so they can work on future products, services, and programs. The average person will make five to seven career changes as new fields, job titles, and whole industries develop. Helping individuals identify their strengths and encouraging career development, trainers can motivate employees to achieve their best work. This is a win-win for the employee and the organization. 

Here are several ways trainers can help their organizational retention efforts. 

Review Your Organization’s Career Development Programs 

Trainers must analyze what areas of professional development services your company offers its employees. Start by asking questions. Talk to employees in various departments. Investigate their knowledge of what is available. Ask them if they know about the company’s training and development programs that can benefit their careers. Be sure you ask about career development specifically. 

Keep in mind: It doesn’t matter what you actually offer, it’s more important to learn what employees THINK is available to them. Also, make note of any classes, programs, or services they want, so you can consider adding them to your offerings.   

Be a Forward Thinker 

Trainers should encourage employees to pursue career development opportunities that support their continued professional growth. Even in tough times, it's important to allot time and money for classes, training, and other professional development opportunities. 

Career development is a lifelong process. Although the individual is ultimately responsible for their own professional development, the training function can offer education to advance skills through leadership, technical, and soft skills training. Yet, when many employees are surveyed, they want personal help, such as career counseling and planning assistance, as well as guidance on potential job promotions. Be sure your training department supports this need. 

Train Managers on How to Provide Career Coaching 

It is important to train line managers on how to support the career goals of their teams. Often, this is an overlooked but essential key in retaining employees. Managers need to learn coaching techniques and how to offer professional development guidance to staff. 

With training, Managers will become better equipped to schedule regular discussions with team members about their career goals and how to achieve them. Indeed, regular conversations are a simple and convenient way not only to encourage career development, but to show interest in the team. More importantly, these conversations are extremely valued by the employee and significantly help with retention. 

You Make the Difference 

Being innovative and creating new employee development programs is a necessary way to reduce attrition. Microsoft’s new CEO was right when he said that happy employees—those who feel that they are making important contributions and are satisfied with their work—don’t leave the company. These productive employees make it stronger and a better place for everyone who works there.                                                                                     

Robin Ryan is a featured speaker at the ATD 2015 Conference and Exposition. Join her for the session, M108 - Maximizing Internal Employee Career Development to Improve Retention, May 18, 2015.