The future of work is all about agility and adaptability. The ability to pivot and learn new skills quickly has become a prized asset. My personal journey in staff development has shown me that we must be proactive in our approach. Waiting for opportunities to come knocking on our doors is no longer a viable option. While technical skills remain important, the ability to collaborate, communicate, and solve problems will be highly prized in the future workplace. Staff development programs should emphasize the development of these soft skills, as they will empower employees to navigate complex, interdisciplinary challenges. Organizations should foster mentorship programs that connect experienced employees with newer team members.

Latest staff retention trends: 1. Flexible Work Options 2. Professional Development 3. Wellness and Mental Health Programs 4. Recognition and Rewards 5. Diversity, Equity, and Inclusion 6. Transparent Communication 7. Work-Life Balance 8. Customizable Benefits Prepare by investing in technology, providing growth opportunities, implementing wellness initiatives, recognizing achievements, fostering inclusivity, enhancing communication, promoting work-life balance, and offering customizable benefits.

I would also like to add one more important point which is : Purpose-Driven Work-- Employees want to work for companies that align with their values. Prepare by emphasizing your company's mission and values, showcasing social responsibility efforts, and involving employees in meaningful initiatives.

I am a strong proponent for designing work that promotes psychological well-being of employees and protects their mental health. Organizations would do well to adopt the U.S Surgeon General's Framework on Workplace Mental Health and Well-being. It is a good starting point to designing such a work environment. The focal areas, dubbed "Essentials," seek to address fundamental human needs that drive/dictate behaviors. The thought - if these needs are tended to, employees will likely fare better in the workplace (ofcourse, acknowledging that employees do struggle with external stressors). The Essentials: 1. Protection from harm 2. Community and connection 3. Work-life harmony 4. Mattering at work 5. Opportunity for growth and development

In my experience this is all built on a foundation of understanding and acceptance, rooted in a non-biased assessment that can unify rather than divide. I have focused on communication styles and skills precisely for this reason - it is a joy to make a difference to unique individuals while strengthening their teamwork to the benefit of the whole.

There was a time in my career when I was not allowed to go to training. The logic was to motivate me to get my certifications, but I did not want them at that time. Not continuing my education made me feel stunted, and I almost quit. Learning, growing, and collaborating with my peers is a must for me.

Don’t undervalue mentoring or job shadowing programs. Both peer mentoring and having an executive mentor that is beneficial to both parties creates connectedness, builds trust and helps both parties grow as leaders. Listening and asking questions are key pieces of a strong mentoring partnership. Take the time to celebrate your successes with your mentor, manager and peers. Moving from one accomplishment to the next without experiencing joy can lead to burnout and long-term frustration. As a certified strengths coach I encourage my coaching clients to focus on building their natural talents and taking on learning opportunities they help them use these talents. Feeling success with strengths builds confidence and leads to career fulfillment.

In my view, Investing in employee career development and learning is crucial for organizational success. It enhances skills, boosts morale, and fosters innovation. Employers can offer training programs, mentorship, and opportunities for continuous learning to empower their workforce. Remember, a supportive learning culture contributes to employee satisfaction and long-term organizational success.

Engagement and recognition is about building professional relationships with your staff. It takes time and must not be superficial.

Using tools like Harrison Assessments can be utilized in such a way to gather clear trustworthy data about your team’s levels of engagement, then after addressing the problems, you could repeat the exercise & compare results & evaluate effectiveness of your interventions.

Customer engagement is missing curiously from this prescription for employee development. One wonders about the trip point at which a business operates more for its employees than its customers.