The main reason employees are looking to leave their jobs within the year is a lack of skills development opportunities. It’s not just about earning more money, though that’s one motivation. Employees are concerned they lack the skills and education to advance their career and prepare for the future of work.
Though 2 out of 3 employees may quit over this, you can boost your career without leaving
These findings stem from a survey commissioned by Amazon and conducted by Workplace Intelligence. Of 3,000 US employees surveyed across different industries and companies, “around 2 out of 3 employees said it’s “extremely” or “somewhat” likely they’ll leave their employer within the next year because there aren’t enough opportunities for skills development (64%) or career advancement (66%), or because there’s no way for them to transition to a different job or a new career path (65%).” Gen Z and Millennial employees were even more at risk to jump ship — 74% reported being ready to move on due to lack of skills-building support or career mobility options.
Fortunately, there are other, far less disruptive alternatives than leaving your job to boost your skills and career advancement prospects:
1 - Double-check potential learning and development options where you are
The obvious employer L&D options include tuition benefits for graduate school or an in-house learning and development group that provides onsite training. If neither of these is offered, your employee benefit package might include an allowance for hobby classes or a wellness benefit. These aren’t marketed for professional skills training specifically, but you could make your hobby something that also advances your career (e.g., digital marketing, public speaking). Or, your wellness practice could include meditation or mindset training, which enhances personal and professional growth. Finally, your company may sponsor employee resource groups, which are cross-functional, multi-level groups that get together for networking, socializing and sometimes professional development.
2 – Create your own in-house learning plan
Start an employee resource group – it’ll give you hands-on experience in leadership, organizing and event-planning Pitch a wellness and/or hobby allowance to your HR department. Talk to your manager specifically about next steps for you and who within the company you should meet. These introductions may, not only enhance your network, but also lead to securing a mentor for yourself. Go one step further, and organize a mentor program for everyone in your department or at your level. Similar to starting an employee resource group, pitching and leading a new program gives you skills in addition to what the program itself would provide.
3 – Tailor volunteer commitments with learning in mind
You can advance your career without having to quit your current job. If you already volunteer for your favorite cause, pick a role that helps you in addition to the cause. Fundraising hones selling skills and stretches you out of your comfort zone. If you think you’re not a numbers person, or you don’t have the chance to flex valuable quantitative skills in your current job, join the finance committee specifically. Or if you’re a finance person, help with events, social media or volunteer management. Even a single day of volunteering can be tailored – give a guest lecture at your alma mater to practice presenting, work the registration desk at a conference that interests you.
4 – Start a side project
You don’t have to build a whole other business (though a side gig could provide valuable learning and advancement opportunities). Consider just a short-term project designed around skills or expertise you’d like to learn. Find a startup business to help – you trade your existing expertise for insider access into a lean, entrepreneurial environment. Help an organization you care about with their annual drive or gala. Help a professional association with its annual conference. Short-term commitments enable you to test out new skills or experience a different environment or industry with a built-in escape hatch. If it’s not for you, then you can both part ways, and you’ll at least have a good story to add to your portfolio.
These DIY options don’t mean employers shouldn’t step up the L&D
If employers don’t provide skills training and advancement opportunities, then their most proactive, motivated employees will leave. The employees who invest the extra time and initiative to boost their skills will apply that same self-starting energy into a job search. The employees who give up more easily or don’t put in the extra effort will stay. Eventually (hopefully), employers will realize their miscalculation and invest in L&D as a retention tool. In the meantime, you don’t have to wait or quit in protest – build your own skills development program, and make your next big move on your own schedule.
