The impact of talent development on organizational climate
Situational Outlook Questionnaire offers insight on the relationship between growth & development programs and employee engagement—and where your credit union can improve.
“One of the challenges with talent development is that it can be really hard to measure on an organizational impact scale,” said Jennifer Stangl at the most recent CUES Symposium in Hawaii.
Stangl, director of professional development at CUES, asked participants in her breakout session, “The Impact of Talent Development on Your Organizational Climate,” to stand up if they thought of talent development as an expense at their organizations. Nobody stood. She then asked participants to stand if they thought of talent development as an investment—nearly the whole room rose.
This is the correct mindset if you want to foster a healthy organizational climate—i.e., the employee experience, or how it feels to work at your credit union. “When you think of talent development as an investment, you recognize that it really has an impact on the organization, including the bottom line,” Stangl noted. Unfortunately, most organizations and industries “haven’t identified a financial statement line item that helps quantify the importance of talent development.”
In contrast, the impact of employee engagement is well documented. “Engaged employees are always looking for ways to become more productive and more efficient,” said Stangl. Engaged employees also have a positive impact on organizational goals, recruitment and commitment, individual development, the organization’s future leadership pipeline and member experience.
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