7. Training and Development Opportunities to Keep Employees

 Introduction to Training and Development for Retention 

In a high-stress field like garment manufacturing, offering training and development isn’t just about building skills—it’s about making people feel confident and valued in their work. When employees have the chance to learn new things and see their growth supported, it sends a strong message: they matter here. This kind of encouragement can make all the difference, especially in jobs that are demanding and fast-paced. Feeling recognized for their efforts and seeing a future in their role, employees are more likely to stick around, reducing the constant shuffle of people coming and going.

Beyond that, training adds something fresh to the routine. In roles where tasks can get repetitive, learning a new skill or tackling a new challenge can break up the monotony, making the job feel a bit lighter and more engaging. It’s not just about filling skill gaps; it’s about creating a workplace that respects the person behind the role, a place where they feel they’re growing rather than just getting through the day.

Importance in the Garment Industry

In the garment industry, a place where daily tasks can start to feel like the same thing over and over, training brings a spark of change. It’s not just about teaching new skills; it’s about giving people a reason to feel excited about their work again. When someone learns a new technique or finds a new way to do their job, the work feels a bit less tiring, a bit more interesting. And for some, it opens doors they hadn’t considered before—a chance to move up, to try something different, or to take on a new role.

This fresh energy doesn’t just help the person grow; it fights off that feeling of being stuck, of just going through the motions. People who see a path forward feel a bit more at home where they are. They feel like they’re building something, not just doing a job. And that feeling—that their work could lead somewhere, that it has purpose—keeps burnout at bay and makes the day-to-day more satisfying.

Types of Training Programs

• Skill Development: Practical skills make all the difference on the floor. Teaching sewing techniques, quality control, or how to handle a machine well isn’t just about getting the work done. It’s about making things easier and quicker, reducing mistakes, and giving employees confidence in what they do. When they know their stuff, the work flows better, and everyone feels it.

• Soft Skills Training: Sometimes, knowing how to talk to each other and handle stress is just as important as any technical skill. Workshops on communication, teamwork, and stress management help create a workspace where people feel like they’re part of something supportive. It’s the kind of training that builds a real team—one that’s there for each other through tough days and everyday challenges alike.

• Health and Safety Training: Staying safe at work is crucial, and it doesn’t have to be complicated. Simple programs on safe lifting or using equipment right go a long way in preventing injuries and keeping stress low. When people feel safe, they’re able to focus on the job rather than worrying about what might go wrong.

Benefits for Employee Well-being

Training does more than just teach skills; it gives employees a sense of control over their work. When people feel capable and know they can handle their tasks, their confidence grows, and they don’t feel as overwhelmed. This boost in skill doesn’t just make the job easier—it makes it more satisfying. Knowing they’re valued enough to receive training encourages employees to stick around for the long haul, creating a workplace that’s stronger and more committed.

Linking Training to Long-term Career Development

Training isn’t just about what employees are doing right now—it’s a way to set them up for what comes next. When people get chances to move up, earn certifications, or learn new roles, they start to see themselves growing with the company. It’s not just “doing a job” anymore; it’s building a future. And for many, that’s a big deal. It says, “You belong here, and we see where you can go.” This sense of direction keeps them invested and committed, knowing they’re part of something that values them and wants to see them succeed over the long run.

Conclusion and Theoretical Insight

Effective training and development do more than just build skills they shape the entire work culture by addressing employees’ intrinsic needs for autonomy, competence, and relatedness, as highlighted by Self-Determination Theory (SDT). When employees have opportunities to grow their skills and see their progress, they feel more competent and capable in their roles. This sense of competence, coupled with supportive environments that encourage collaboration and autonomy, fosters deeper engagement and job satisfaction.

By aligning training initiatives with employees’ intrinsic motivations, companies can create a workplace where people feel valued and inspired. This sense of purpose and value reduces turnover, as employees are more likely to stay where they feel empowered and appreciated. In the end, investing in training isn’t just good for business—it’s a commitment to everyone’s well-being, building a workplace where employees feel motivated, valued, and ready to contribute meaningfully over the long term.

Reference list

SHRM. (n.d.). How Learning & Development Can Attract and Retain Talent. SHRM. Available at: https://www.shrm.org/topics-tools/news/all-things-work/how-learning-development-can-attract-and-retain-talent (Accessed: 8 November 2024).

HR Daily Advisor. (2019). The Critical Link Between Effective Training and Retention. HR Daily Advisor, 18 November. Available at: https://hrdailyadvisor.blr.com/2019/11/18/the-critical-link-between-effective-training-and-retention/ (Accessed: 8 November 2024).