Training and development have always been top of employees hit list but why is L&D so important in business?  A survey taken from 20 companies in different countries, representing different industries and sizes- highlighted these results:

For 16 out of 20 of them  (or 80%)– training and development was a key driver of employee engagement.

None of this should really come as a shock to us though. Employees want to learn new skills, to develop themselves, carve out a career path and feel like they are being invested in. This is only set to intensify as the working life stretches out.

Implications For the Future

Increased automation will no doubt have a huge impact on workplace jobs and training, but let’s not forget that the technology needed to implement the automation will at some point need learning.
The skills needed for today’s workplace are very different from the previous generation, and this is going to continue. This leads to employees and companies requiring to keep up with such changes to remain competitive.

Here are some ways you can get your L&D in order, to go from just ticking boxes to real ROI.


1. Adopt a Learning Culture

Top companies such as Amazon and Facebook have taken a continuous approach to learning. From day one, newbies will be thrown into a continuous focus on learning, self-improvement and development. Encouraging this not only improves individual skill levels, it also encourages greater creativity within the company.

2. Encourage Self-led Learning

There’s a definite shift towards employees taking ownership of their own wellness and personal development. A company’s priority should be to facilitate this by providing the required support, resources and tools.

Make it easy for employees to access online courses and tools which could include:

    • Personal development courses like- How to make a great first impression
    • An online feedback system that allows employees to both give and request feedback from colleagues in a real time workstream
    • A more self-assessment feedback form from their manager and peers

All of these can give invaluable insight into where an employee’s strengths lie and also what areas they need to focus more on to optimise their development.

3. Invest in creating your own coaches

Today’s line managers need to be more like coaches and trainers. Having the ability to empower employees through coaching helps them to think for themselves and climb their own ladder.  Of course, the ability to coach isn’t something that everyone possesses naturally so choosing employees with the flair for learning becomes even more important. L&D never stops!

4. Learning Options

Where possible, offer employees options of how and when they learn. This is important both logistically, and from a learning perspective too. People respond better to different formats.

The 70: 20: 10 learning and development model is commonly favoured and it’s certainly a useful standard for most companies. The method that 70% of learning be ‘on the job’, 20% comes from interaction with others and 10% from formal training or workshops seems to work well. We find that a mix of e-learning modules, video-based training, and workshops gives the best variation. A good blend would be modules covering specialist skills as well as ‘soft’ skills, mixed with technical and more specialist skills.

So however, you integrate L&D into the workplace, it’s important that knowledge is shared amongst employees and management. Turning L&D tick boxes into real ROI is a joint enterprise, not a one man band.

Image by Tumisu from Pixabay

Image by Jill Wellington from Pixabay