Investing in your employees is key to creating positive business outcomes, like improving productivity and profit, employee engagement and retention. And with many employees now pursuing learning opportunities outside of their official workplace training, ‘the message to employers is clear: if you don’t offer vibrant learning and development (L&D), employees will seek it elsewhere.’
Here are three ways you can invest in L&D for maximum impact.
We’re working in the most multi-generational, diverse and dispersed workplace ever, each of us with unique needs, traits, and learning styles. That means you’ll need to throw the traditional, one-size-fits-all training approach out the virtual window and design L&D initiatives that are useful and accessible for everyone.
You’ll need to get better at figuring out what individuals know and what they don’t, where their growth is stunted, and what learning opportunity is the best fit for need. Some ideas to inspire you:
Instead of offering L&D as a one-off, annual, or hard-earned reward, make it a regular part of the employee experience from onboarding to exiting. Because when training and learning is a consistent part of your culture, your employees can consistently and organically grow with you as your needs evolve.
Some ideas to inspire you:
Nothing says ‘We’re committed to your growth and success’ like putting hard money where your mouth is. Consider including specific L&D branded benefits in your total compensation package.
Some ideas to inspire you:
Use these ideas to start cultivating a robust learning and development culture that stands you out in a competitive talent market. You should see improved employee engagement, brand loyalty and reputation, making you an irresistible employer of choice!
Need help positioning your employer brand in a competitive market? Get in touch with our team!
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