Investing in Your Employees’ Learning and Development

Throughout my career, I have taken notice of the efforts that my employers had attempted in order to train and hopefully develop new employees. I’ve also participated in continuous training and workshops as a refresher on the knowledge and skills I had gained throughout my employment at the company. Although I find all of this very important for your employees and your workforce as a whole, I can’t help to wonder if there are additional opportunities that employers are offering their employees. Are employers investing in the employees’ futures, as well?

One of the most inspiring things I have researched was the fact that some employers truly take notice to what their employees’ natural talents are or what their goals are for the future. Some employers also even help present opportunities that will allow employees to gain the skills they need to get where they want to be. But, these types of situations only really occur if an employer somehow takes the time to discover these additional talents or if the employees actually speak up to say what they really want to accomplish while employed there. But what if we tried to do things differently? What if we gave all employees the chance to be open and voice what they want as part of their learning and development? It seems as if though the training that the employees are involved in help them become experts at what they’re currently doing but doesn’t really offer them the ability to expand beyond that.

Call me crazy but I would love it if employers took the time to ask their employees what their career paths were and what type of training they would like to partake in. Give them the empowerment and options to pick what training they need and assist them in getting it. Investing in your employees this way can not only increase engagement, but could also increase loyalty and could even help your organization progress in ways it never could before. You are giving them the ability and the tools to help them be a super-asset for your company.

Too often, I hear employees leave companies because they feel like they have nowhere to go and no chances to grow as a professional and/or personally. So they venture elsewhere looking for the ability to learn and grow. I suppose that this post is more of me thinking out loud because I know that there is much more that is involved when it comes to L&D. Regardless,  I would be impressed to see that employers are giving their employees the options to pave the way to their future within the organization. I would also love to see employees take these chances and see how much it changes them.

Food for thought.

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2 thoughts on “Investing in Your Employees’ Learning and Development

  1. Yes Ashley I agree. The best system I’ve seen is each employee getting a sum every year for their own development without needing to go through lots of approvals and with no approved list of courses. This was backed up by up to 5 days off if required for exams and things (this needed approval). Little things make a big difference though!

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