On-the-job training is a useful perk that helps retain employees. Here's how to build an education program that benefits your business and workers.

• Many workers quit their jobs due to a lack of career-development opportunities.
• On-the-job training and education programs can help businesses retain valuable workers.
• Here's how business leaders can create training programs at their companies.

Some people job-hop for a very simple reason: "In order to move up, it often means moving out," Bridgitt Haarsgaard, founder and CEO of the corporate-leadership consulting firm The GAARD Group, said.

Unfortunately, many employees have to switch companies to get the career development and salaries they're looking for, Haarsgaard said. But it doesn't have to be this way if a business invests in upskilling its workers, she added.

Business owners lament over not finding the "right people," but they're really looking for "unicorns" — candidates with the exact skill sets, years of experience, and degrees they desire — that don't exist, Bill Schaninger, a senior partner at McKinsey who cowrote a 2022 report on human capital and work experience, previously told Insider. Instead, leaders should look to the talent that is available and provide those people with the proper training, he added.

"Historically, attracting employees has been a hurdle for small businesses, which are facing increased labor shortages as a fallout from the pandemic and a shift toward an employee-first labor market," Grant Freeman, chief customer officer at Thryv, a SaaS platform for business management, told Insider in a written statement. "On-the-job training and education programs can play a pivotal role in sourcing and retaining employees."

Oftentimes, on-the-job training isn't just a useful perk, but a necessary tool for retaining employees, three managers and company leaders told Insider. Here's how to build an education program for your workers.

Ensure it benefits your employees and your business

There are two major benefits for employers that provide on-the-job education programs: current employees will gain the necessary skills to adapt to a changing market, and they will feel more appreciated and therefore more loyal to the company, Haarsgard said.

"When employees' visions of themselves are nurtured, they feel supported and safe and can see a future for themselves in a company," she said. "They work better and companies see better outcomes."

On-the-job education programs that allow employees to learn and immerse themselves in roles outside their official duties can also improve mobility within the company and increase retention, Linda Jingfang Cai, the vice president of talent development at LinkedIn, said.

Additionally, some employers believe it's less expensive to reskill a current employee than to hire a new one, Freeman said.

Still, while the programs will benefit the employer, the employees should remain the priority. "The most important part is that the program has to be about them," Haarsgaard said. "It has to be about improving their skills, furthering their goals, and helping them overcome challenges."

Know what your options are

There is a variety of ways entrepreneurs can institute education programs at their businesses — from creating partnerships with universities to purchasing online courses for workers.

For example, Peter Dufall reserves funds in case one of his 15 employees wants to take a course that aligns with their duties at his dog-daycare and spa company, Dogtopia. This can include grooming classes, pet CPR, or a vet-tech class, he previously told Insider.

"It's not uncommon for me to write a check for $500," he said, adding that he takes the funds from his continuing-education and charity budget slots.

Meanwhile, online platforms like Coursera, LinkedIn Learning, and Udemy provide instantly available content, Freeman said.

Whether a company offers an intensive degree program or a one-time class, Haarsgaard recommended a hybrid approach to whatever training the company adopts. For example, after watching a short video about a skill or task, participants should then be provided an activity that requires them to apply their new knowledge, Haarsgaard said.