Effective learning and development programs are the key to creating an engaged workforce. Attracting the right employees is job number one, and for successful companies the future requires a new look at employee development programs. Engaging your workforce requires innovative training methods and programs. About 55% of employees consider career growth and opportunity more important than salary. Focusing on learning as a benefit or perk, is a valuable way to keep employees happy. Yet about 47% of participants are dissatisfied with their current employee development solutions. Why?

What is the learning experience that you are offering your employees?

It is the learning experience that matters the most. The learning experience motivates employee development, focuses the learning, and identifies the new competencies and skills to develop. Learning Programs need to be designed to develop a more competitive workforce. Traditional classroom teaching, without an emphasis on application, transfer and real-world impact, will only be a source of frustration for most participants. In contrast, businesses that offer more sophisticated forms of employee development solutions will have a healthier, and more productive workforce. Innovative learning experiences create a workforce that is more adaptable and engaged. Enhancing the leadership and life skills of employees is where the real value exists.

Integrated Succession Planning and Career Development

Before you set the learning objectives for employees, try to align their career development needs with your company’s business needs. Think about both your long-term and short-term business goals and objectives. Are there any new initiatives planned? Who will be retiring? Will there be a reduction in headcount in any areas of the business?

It’s important to talk to your employees to find out what their career goals are. You can’t simply assume that you know your employees’ career aspirations. By having open conversations, you can figure out what opportunities you can offer them. You can also ensure that existing knowledge from older workers gets transferred to younger ones before they retire.

Even though someone may be a high achieving performer in their current role, it doesn’t necessarily mean they are ready to move into management roles. They may need one or more years of progressively more complex projects to master the necessary manager competencies. Career development plans can help boost their confidence even further, motivating them to perform better. Employee development solutions give them new ideas that help them excel.

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