As digitisation continues to run rampant, so too is the evolution of the modern workplace and employee expectations. Human resources departments are facing an uphill battle to meet the adapting professional needs of employees, not to mention balancing this with evolving business goals and targets.

When the Covid-19 pandemic hit, business communications, training, announcements and socials were all delivered via computer screens. Over time, many companies realised that they could be more productive by balancing the use of technology and remote working infrastructure, given that many employees sought this. 

Consequently, it’s become apparent that traditional pre-Covid methods of employee development, training, and upskilling won’t always suffice. Employee development has to be more dynamic and personalised now, and HR managers must instigate changes in programmes to align with company working models, whether onsite, remote, or hybrid. 

Organisational development is vital for any company. It serves as a vital tool for employees to improve their skills, expertise and knowledge, which will ultimately benefit the company. This is what HR managers have to communicate, but that task is proving increasingly hard to do.

So how can HR decision-makers and key stakeholders strategise employee development more effectively? Firstly, it’s important to look at some of the most pervasive barriers that affect employees’ development.

Current Challenges of Training and Development

• Dealing with organisational change
• A lack of consistency
• Culture or leadership clashes
• Disengagement from the programme focus
• Improper skills application
• Not sharing the organisation’s values
• Limited time and resources
• Work-learning dichotomy
• A lack of motivation
• Poor communication
• Ineffective tools
• Microaggressions

5 Ways to Support Employee Development

There is no right or wrong way to conduct employee training and development programmes, and ultimately the strategies you choose will need to best suit your organisation’s strategy. 

For example, if your company has prioritised research and development (R&D) projects, then employees and managers should be empowered to lead professional development strategies that align with this. If anything, this can be mutually beneficial for both company and staff, as revenue expenditure can generally be claimed back. 

The same strategy can apply to companies with goals to expand their operations, move locations, offer new products, acquire other firms, and so on. 

Ultimately, for continuous development to work, employees need to resonate with what the company is trying to achieve. If they do, they will be more productive in their development. Sadly, the UK’s collective employee engagement levels are worryingly low according to Gallup, with 9% of workers feeling enthused by their work and environment. Therefore, a considered approach that accounts for multiple people with differing priorities is the way forward.

The below examples should give some indication as to what HR managers could offer to employees within an organisation to improve their skills and advance their personal growth. In turn, the below can help them feel significantly more engaged, supported and productive while helping the company in the long run. 

Mentorship and Coaching Programmes

Businesses can support employee growth and development through professional, targeted mentoring and coaching programmes. 

Tasks and deadlines need to be delegated with more consideration nowadays; making strong demands or orders does not work. Instead, line managers must work closely with their team members in ways that welcome and encourage open communication, feedback and training. 

Employees should not feel afraid to ask for help, guidance and clarity, and managers should feel honoured at passing on their skills and experience to their team members. Over time, employees will gain confidence in newer areas, and from that, responsibilities and tasks can be delegated with trust and confidence.

Rewards, Recognition and Incentives

One of the most effective triggers for improved workplace motivation is recognising and rewarding employees for their hard work. Employees might crave professional growth but feel constrained by time and hectic workloads, and thus, cannot give 100% to bettering themselves. Michael Page’s ‘Generation Fl-x’ study found that employee motivation suffers mainly due to a lack of flexibility and feeling undervalued.

In these situations, motivation can help them overcome this barrier. Establishing a culture of recognition, rewards and incentives will work wonders, particularly for those that have visibly overcome challenges or worked tremendously hard. Before long, employees will be taking positive steps towards professional development with enthusiasm and drive. 

Regular Cross-Department Training

Many employees seek opportunities elsewhere once they feel they have reached their full potential in one company. Adecco’s Global Workforce of the Future 2022 Report identifies many reasons why many employees intend to leave their positions over the next year. Among a want for better salaries and an improved work-life balance, a lack of progression and in-house training was the third most cited reason for a career move, at 27%.

One of the most effective ways to avoid boredom and complacency, before it cultivates into a full resignation, is to offer employees cross-departmental training, giving them the chance to learn new skills that lie beyond their niche. This will not only create some much-needed variety for them but also maximise retention in the business. 

While cross-departmental training might not be feasible in all companies, particularly startups or micro-businesses, encouraging training and education between departments or teams will strengthen ‌workforce unity. It’ll also improve employees’ knowledge of other departments and how they contribute to business success. 

Continuous Professional Development (CPD) Activities

CPD is an ongoing process of skill and competency improvement to help employees perform better in the workplace and also for their future career prospects. CPD encourages professionals to look ahead, identify opportunities to learn new skills, refresh their knowledge, improve their soft skills, or simply learn more about the industry or profession they work in.

CPD courses aren’t explicitly training sessions held in classrooms. They can also include events, seminars, workshops, self-study, practical assessments, and even examinations, depending on the subject. In essence, engaging in CPD activities ensures that employees do not lose valuable skills or qualifications, nor do these become redundant or obsolete. 

Organisations need to take a proactive approach to assess and develop the right skills for each employee. This boils down to understanding their personal and professional needs, and how it’s most feasible for the business to support them in their aims. Encouraging CPD and dedicating regular time each week for employees to learn new skills and improve can help them feel more valued and productive, particularly knowing that their employer is behind their development. 

Establishing a Culture of Self-Improvement

While professional development is crucial for helping employees in the workplace, personal development can’t and shouldn’t be overlooked. In many ways, personal development goes hand-in-hand with career advancement, so HR managers should consider how they can personalise training programmes and activities that tick both boxes for every employee. Personal development has been instrumental in helping individuals flourish in their companies, with many achieving salary boosts and promotions.

Whether employees would benefit from first aid training, self-defence, sensitivity training, improved fitness, or anything in between, even if it doesn’t explicitly serve a business benefit, empowering your employees to pursue these goals can work in the company’s favour. 

Motivated and driven employees that feel like they’re accomplishing important goals to them, improving their weaknesses and identifying their hidden strengths will collectively help them climb the ladder of professional growth. 

Tailor to the team

Hopefully, it’s clear to see that improving employee development won’t happen with a blanket approach. Tailoring improvement strategies to what best serves your team and company is much more effective. 

Development ensures that your team is contributing as much as possible – individually and collectively – to the business you work for, and in turn, the company is empowering the employees and their career goals. That’s not even accounting for the improved engagement, productivity and healthier work environment benefits that can come as a result of measured development strategies.