You have kick-started the learning and development in your organisation. Fantastic! But how do you ensure that the learning content drives desired results? Below are some tips.

The classic annual performance review is no longer what it used to be.

A research conducted by Wilke, where 53 percent of the respondents explain that they do not feel that the annual perfomance review develops them professionally. Instead of the annual conversation there is a need of constant conversation with feedback between leadership and employee. The employee development is still very important.


What would happen if we did not develop our employees?

The workforce is known by constant change - both internally in organisations and in their markets respectively.

To follow the changes that happen, we have to think about how we adapt our organisation - and thus we need to think of our employees as assets.

Just like you buy a new IT system or optimise processes, you also need to look at how the employees solves their tasks the best way by optimising their competencies. This will ensure that the organisation is on the right trajectory at all times.

Employee development and EX

It creates positive Employee Experience, if an employee feels that they are developing their skills.

If you successfully master the tasks at work better than before due to the new learning, you will experience a bigger sense of achievement and success.

You need to think about: Is the work of the employees get easier, funnier and last but not least, can it get better for the organisation too?

Employee development has to be structured, though through, and aligned with the organisation's goals - it cannot be a consumer good that allows the employee to freely choose from a course catalog.

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There are also areas where employee development is not appropriate. Those are the areas, where the employee feels entitled: “Today I want green, tomorrow I want orange etc."

The training they got was disconnected from the everyday tasks they normally have. If employee development becomes some sort of currency, it simply will not work effectively for the organisation, as it will not contribute to the overall goal.

The training and learning have to have a purpose

For example, if an employee learns about project management through a new course they took, but is unable to use it in the organisation, the employee believes that he/she has to find a new workplace, where they can utilise those project management skills.

The training and learning have to have a purpose in the organisation, otherwise it will not be beneficial for the organisation.

It gives the employee a bad experience if he/she cannot use their newly acquired skills in the organisation, but it also creates a bad experience for the organisation as they can potentially loose their talent too early.

It can also be a problem if the organisation spends too much time and energy on developing the employees that they no longer can solve their own tasks.

That is why a development plan - or a career plan - is important, otherwise the organisation stands to loose their employees and that is often times more expensive than the training itself.