The Barnsley and Rotherham Chamber Business Awards are just around the corner, and we’ve been lucky enough to be shortlisted for our Commitment to People Development – which got us to thinking!
Working in the wonderful world of recruitment, we’re no strangers to the words ‘committed to progression and development’ being stuck in a job ad.
But what does this really mean? People and skills are now recognised as some of the most valuable assets a business has – but actions speak louder than words.
We talk a lot about making placements that stick – and while we like to think we’re good at what we do, it’s important to note that businesses that offer a clear training and progression plan are much more likely to retain staff.
Here are the principles that matter most.
- Development must be intentional — not just occasional
Sending employees on a one-off course once a year isn’t development – it’s a tick-box exercise.
True development is ongoing and built into everyday working life.
This might look like:
- Regular training sessions that respond to real needs
- Allowing time in the week for learning and reflection
- Creating a safe space to ask questions, share challenges and collaborate
When development becomes part of the rhythm of work, confidence and capability grow naturally.
- Growth doesn’t always mean promotion
Long gone are the days when growth meant climbing the corporate ladder.
Cue another cheesy cliché… Ladders only go up or down!
Professional growth is more like a web:
- Building expertise
- Taking on new responsibilities
- Developing leadership
- Learning how to manage relationships or clients
- Becoming a trusted go-to person in the team
Recognising and celebrating these forms of progression helps people feel valued and supported, even when job titles don’t change!
- Recruit for attitude, develop the skills
Now, stay with us for this one. You can’t hire Joe Bloggs from Rotherham to be a surgeon because he’s got a great can-do attitude – but no medical degree.
For roles where degrees and experience aren’t a matter of public safety, some of your strongest candidates aren’t always the most experienced – they’re the ones who are curious, resilient and willing to learn.
When you hire for attitude and mindset, and support people to build the technical skills they need, you create more adaptable teams.
This also opens the door for people from other industries to transfer their strengths and bring new perspectives.
- Recognition should be everyday, not just annual
Regular recognition, encouragement and celebrating effort as well as achievement help people to:
- Stay motivated
- Build confidence
- Feel seen and valued
These don’t have to be big gestures. Often, the most powerful words are.
- People development isn’t a cost – it’s an investment
Businesses that develop their people see:
- Higher performance
- Better client outcomes
- Stronger retention
- More internal promotion
- A culture where people want to stay
When your people grow, your organisation grows with them.
Commitment to people development shouldn’t be viewed at a policy – it’s more of a mindset.
Recognising that skills evolve, confidence can be built and potential is something that can be unlocked!
We feel honoured to have been recognised in this category, regardless of the outcome at the awards, and want to wish everyone the best of luck on the night!