How to enhance learning and development at work
Learning and development are essential to maintaining employee engagement and performance. Follow this guide to learn how to implement an effective strategy.
Employees generally want to continue to develop professionally and personally at work, and providing a space for that to happen can deliver a number of benefits for employers. That’s why it’s vital to take steps to improve learning and development (L&D) at work whenever possible.
In this article we’ll look at the importance of learning and development at work and how you can implement an effective learning and development strategy.
What is learning and development in the workplace?
Learning and development at work encompass a wide range of activities aimed at improving employees’ skills, knowledge, and abilities. This may involve acquiring new skills, enabling employees to take on new roles, or enhancing their existing skill set to boost efficiency and productivity.
While these activities can take various forms, including formal training, on-the-job learning, informal mentoring, and regular one-to-one sessions, having a well-defined strategy is crucial to achieving desirable outcomes.
The benefits of learning and development
Did you know that 72% of workers want more learning and development opportunities from their employers?
Surprisingly, 25% of employees feel that their organisation does not currently provide these opportunities. In order to ensure their workforce remains engaged and motivated, employers need to recognise the advantages that a comprehensive approach to learning and development can unlock.
Improve employee engagement
While salary continues to be a key motivating factor for UK workers, career progression and development still significantly influence job satisfaction. Our research indicates that 87% of employees would consider switching to a role offering more learning and development opportunities than their current one.
Therefore, offering tailored learning experiences can help ensure your workforce feels valued and remains engaged. This can contribute positively to an organisation’s employer branding, leading to higher rates of employee retention.
Enhance skills and performance
Developing employees’ skills and knowledge can directly impact organisational performance in the long run. By building and implementing a successful learning and development plan, employers can facilitate the acquisition of new skills which lead to improved effectiveness among the workforce.
Our research demonstrates how important this is. 92% of surveyed workers found learning and development opportunities beneficial in enhancing their performance at work, with 57% deeming it extremely beneficial.
Create a culture of continuous performance
Nurturing a workforce with a growth mindset, where employees believe in their capacity for ongoing learning and improvement, can be a significant asset within an organisation’s employee value proposition. This is especially true in an ever-evolving landscape defined by economic uncertainty and new technologies like AI (Artificial Intelligence) promising to reshape the world of work.
By investing in learning and development opportunities, employers can instil this mindset, promoting a culture of continuous professional development that allows them to adapt to new challenges and embrace innovation.
Designing an effective learning and development strategy
Remember, having an L&D strategy alone is insufficient. To contribute positively to long term goals and objectives, it needs to align with the specific needs of your workforce.
Let’s look at some of the actionable steps you can implement to create an effective learning and development programme that upskills employees, fosters career development and promotes continual learning at work.
1. Conduct a training needs assessment
Before beginning the process of implementing any new training courses or development plans, employers first need to understand the needs of their organisation and where training is required.
This can be achieved by:
- Conducting analysis of the organisation’s current and future training requirements.
- Understanding what is working and what might be lacking in current training programmes.
- Identifying significant skills gaps within the workforce.
- Gathering feedback from the workforce on what training and development they feel they need.
2. Align training with organisational goals
Upskilling employees to aid in their individual development and career progression is great. However, employers should also look to ensure that they implement and develop strategies that can benefit their employees as well as contributing to their own wider strategic goals.
As a result, before rolling out any new development programmes, it can be beneficial to understand the broader business strategy and to ensure it aligns with the organisation’s approach to training. This might include:
- Identifying the skills required to achieve specific business goals, for example, the introduction of AI (55% of workers we surveyed said would like their employer to offer upskilling related to new technologies, including AI).
- Mapping out the path to achieving this upskilling.
- Prioritising organisational needs and ensuring the recruitment, training and development of the workforce is aligned.
3. Take a blended approach
The training provided for workers doesn’t need to be rigidly set up. All organisations have their own unique challenges and L&D requirements, which means a one-size-fits-all approach won’t necessarily cut it.
Instead, employers can combine different learning methods, such as:
- In-person workshops
- Online courses
- Virtual training
- Coaching
- Employee mentoring
It’s important to remember that employees have diverse needs, which is why, when possible, learning and development should be tailored to them on a case-by-case basis, for example, giving workers some say over their preferred learning approach.
4. Leverage technology for remote learning
Most organisations will already be tapping into the potential of technology in other parts of its daily operations, and learning and development should be no exception. For example, leveraging e-learning platforms and Learning Management Systems (LMS) can provide the training needed at a lower cost than traditional forms of training.
It’s also vital to ensure training methods and materials are accessible for all, including both hybrid and remote workers. Virtual classes and webinars are a great way to ensure the entire workforce can benefit from the L&D opportunities you have on offer.
5. Incorporate on-the-job training
Integrating training seamlessly into an employee’s daily work routine is an effective means of facilitating learning and development. This approach provides opportunities for skill acquisition while employees continue to fulfil their job responsibilities.
Such training can assume various forms, including:
- Mentoring and coaching: Encouraging senior staff to take on mentorship or coaching roles can yield results. Seasoned employees can share their knowledge, insights, and best practices with mentees, enabling them to acquire competencies in a supportive, real-world context.
- Job rotation: This entails temporarily assigning employees to different roles or departments, exposing them to a broader range of responsibilities and helping them gain a holistic understanding of the business while acquiring diverse skills.
- Cross-training: Cross-training involves equipping employees with the ability to perform tasks or responsibilities outside their primary roles. This enhances flexibility within the workforce and ensures that employees can step in when needed, especially during periods of staff shortages or increased workloads.
Embracing a culture of learning for sustained success
In today’s fast-paced work environment, fostering a culture of continuous learning and development is your key to unlocking the potential of your workforce. Beyond the acquisition of skills, it’s about nurturing engagement, enhancing performance, and instilling a growth mindset.
By embracing L&D and taking practical steps to implement it across your organisation, you can nurture career development and drive continual improvement within your workplace. In doing so, you’ll not only future proof your organisation but also empower your employees to thrive in an ever-changing world of work.