Today, we are talking about the 5th Engagement Factor: Learning.
Learning is a real need that employees have, and employers need to be aware of it. Only some people are going to be high on learning. We have met some employees who have had enough learning at that particular moment in their career, but this is temporary. For instance, an employee who’s just finished a double degree or completed a master’s or a PhD.
LET’S BREAK LEARNING DOWN INTO 6 FACETS:
1. Learning the Craft or the Trade—Tends to be Graduates Open to Anything and want to Learn Everything they can.
2. Self-Learn—To improve oneself, one needs the organisation’s help, such as Unpaid Time Off or flexibility.
3. Self-Learn—More Formal training, e.g., an MBA, where the Employer Finally Supports Studies.
4. Being Challenged is not Formal; it is about not Wanting to Live the same day every day. Think of Jeff Bezos as a highly successful computer scientist working on Wall Street who left his job for an Online Bookstore, which is now one of the most successful businesses in the world—Amazon.
5. Mentor (Wise Person Aid or Guide) -Train (Master vs. Apprentice) and are more like Emotional Aids.
6. Networks for Informal Feedback – Someone to help the employee connect either Inside or Outside the Organisation/Environment to develop them further in their professional journey
Nicks’s Insight: When he started his career, numbers 6 and 7 were never considered. But he says the science backs it up: The number 1 reason someone stays in their job is that they have a best friend at work – it doesn’t have to be a colleague or a peer who can be someone above you who says they will help you and guide you through your blindspots – have those difficult conversations with you. Nick expresses that this need is not born out of selfishness but stems from a well-rounded aspiration to have role models to admire and learn from.
Saarrah’s Insight: She gave an example of how, back in 2022, during a consulting project, she encountered an employee who was eager to acquire the necessary skills to enhance his people management abilities. Once he mastered these skills and peaked in his learning journey, he left the company for a competitor, where he applied all the knowledge he had gained. This experience underscored a vital lesson: employers must continually offer opportunities for learning and growth to retain talented individuals. She gave another example: about five months ago, she was on the search for a migration agent. She learned that in the modern landscape, the power of networking surpasses the traditional method of merely posting a job advertisement and waiting for applications. The significance of establishing even a single connection can dramatically influence the result. This single connection can open up many opportunities, provide insider knowledge, and, in many cases, result in more productive outcomes than a wide net of impersonal interactions.
Ella’s Insight: She has been researching how Harper Lu, an Australian fashion company, entered a saturated market with unique designs. How did it begin? A trusted dressmaker in the owner’s network suggested she start her own business. This comment motivated her to believe in herself and start the company. Their main differentiating factor is that each design is unique and limited, unlike the fast fashion we see on sites like Shein or ASOS. This example shows the power of informal feedback loops; the person who suggested she started her company was a dressmaker she knew in Melbourne.
3 words we want to leave you with… KNOW YOUR PEOPLE.
Your Hosts
Saarrah
Mathinthiran
Nick
Marvin
Ella
Barwood
