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What is Employee Development?
Employee development is an ongoing process that focuses on improving an employee’s skills, knowledge and abilities through learning and development activities. It includes improving their existing competencies and helping them learn and develop new skills. Employee development is designed to help employees grow professionally, improve performance, job satisfaction and career progression and help support the organisation’s goals.
Employee development involves providing employees with opportunities to expand their capabilities and knowledge through various methods, including:
- Training: Providing employees with specific skills or knowledge related to their job or industry.
- Coaching: Helping employees improve their performance through guidance and feedback.
- Mentoring: Pairing experienced employees with less experienced ones to provide guidance and support.
- Education: Offering opportunities for formal education, such as college courses or workshops.
- Career mapping: Helping employees identify their career goals and develop plans to achieve them.
- Personalised development plans: Creating individual plans to cater to the specific needs and goals of each employee.
Why Invest in Employee Development?
Employee development has many possible benefits for both organisations and employees. Research by the Norwich Business School, prepared for Government Skills, found that learning and development can improve well-being-related outcomes, in particular, leadership training, professional capabilities training and training that is directly focused on well-being and resilience.
Employee development can help create a culture of continuous learning, increase overall productivity and improve staff retention. Investing in employee development can have multiple benefits for both organisations and employees, including:
Increases productivity and performance
Employees who are provided with the right skills and knowledge complete tasks more efficiently and accurately. Training can help improve problem-solving abilities, reduce delays and increase workflows. Additionally, well-developed employees require less supervision, which helps to free up management for strategic tasks. Well-trained employees typically work more efficiently, make fewer mistakes and contribute more effectively to company goals.
Increases employee engagement and retention
Employees feel more valued when a company invests in their growth, which can lead to higher job satisfaction and increased retention. In short, employees are more likely to stay with a company that invests in their growth. Additionally, training and development reduce burnout by giving employees the tools they need to succeed. If employees have access to career advancement opportunities within the company and have been given the relevant knowledge and skills to handle more senior roles, this can reduce employee turnover and save costs in hiring and training new employees.
Attracts top talent
High-quality professionals typically seek employers that offer learning opportunities and career growth. A strong development programme differentiates a company from competitors in the job market and can make a company more attractive to skilled professionals who are looking for career growth opportunities. Companies with learning cultures are more likely to attract ambitious, motivated employees who are eager to grow.
Prepares future leaders
Leadership development programmes ensure that companies have internal candidates ready for management roles. Developing employees for leadership positions reduces the need for expensive external hires. A well-prepared leadership team creates a more stable and consistent organisational culture.
Keeps up with industry changes
Many industries evolve rapidly and continuous training helps employees stay current. Employees trained in the latest technologies and trends keep the company competitive. Upskilling prevents skill gaps that could slow down business growth or lead to inefficiencies.
Encourages innovation
Learning new skills encourages creative thinking and fresh perspectives. Employees who engage in professional development report feeling more confident in suggesting and implementing new ideas. Training in areas like problem-solving and collaboration can lead to more effective innovation, which can be hugely advantageous to the organisation.
Improves employees’ ability to handle difficult situations
By investing in employee development, management can ensure that employees have the skills required to handle unexpected or difficult situations. Employee development can help employees be adaptable, think outside the box and feel confident in their own skills and abilities. Rather than relying on management, employees can take initiative and handle situations independently.
Improves employee satisfaction and morale
Employees are more likely to feel valued when a company invests in their personal and professional growth. Training and mentorship create a supportive work environment, which typically leads to higher morale. Happier employees are more engaged, leading to a positive company culture and better overall performance.
Although employee development is highly beneficial to both employees and organisations, statistics from the Employer Pulse Survey, 2022, conducted by the Department of Education found that only 48% of organisations provided any staff training in the previous year, a significant drop from 66% in 2017. This could indicate that organisations are placing less emphasis on employee development than they did previously.
Furthermore, research from HR Magazine found that only 13% of employees feel they have a clear career growth path. With the increasing demands of the modern workplace, although employee development has been shown to have significant advantages, organisations seem to be placing less emphasis on it.
Ways to Develop Employees
There are many ways to develop employees, depending on company goals, industry needs and individual career aspirations. Some of the most effective employee development strategies are listed below.
On-the-job training
Employees can learn and develop new skills by doing, with guidance from experienced colleagues. On-the-job training can help employees develop practical skills in a real work environment. This type of employee development is ideal for roles that require hands-on experience, such as technical jobs or sales positions.
Mentorship and coaching
Mentorship programmes involve more experienced team members helping and guiding less experienced employees to help them develop the skills and knowledge they need to succeed and progress in their careers. Employees can be paired with experienced mentors who guide and support their growth and help them develop more high-level skills. This type of coaching provides the employee with personalised feedback and helps them overcome challenges with help from people with real experience. Mentorship and coaching encourage knowledge transfer and leadership development.
Peer learning
Peer learning is similar to mentorship programmes. The difference is that peers learn from each other, rather than from more senior or experienced employees. It works like a two-way training programme, where employees can equally share knowledge, skills and experience with each other. Peer learning can help to improve collaboration and team culture and help employees develop new skills.
Formal training programmes
Formal training programmes, such as workshops, seminars or online courses can help improve specific skills and knowledge. Formal training programmes can be company-led or provided by external training organisations. They can cover topics such as leadership, communication, software training and industry best practices.
Cross-training and job rotation
Job rotation helps employees gain experience in different roles within the company and helps them develop a diverse skill set and better understand how the business operates. It can also reduce dependency on key employees and increase flexibility.
Tuition reimbursement and continuing education
This type of employee development supports employees to earn degrees, certifications or specialised training. It helps to encourage long-term career growth and expertise in a particular field and can benefit both the company and employees by bringing new skills and knowledge to the company.
Leadership development programmes
Leadership development can help prepare high-potential employees for management roles and help ensure a strong succession of future leaders. The programmes can include workshops, executive coaching and real-world leadership challenges.
Soft skills training
This type of training focuses on communication, teamwork, emotional intelligence and problem-solving. It can be done through workshops, group discussions or role-playing exercises and is essential for career growth, leadership development and team collaboration.
Online learning and E-learning platforms
Online learning provides employees with flexible, self-paced learning opportunities. This type of learning is ideal for remote employees, those with busy schedules and those who would rather work at their own pace without the pressure of a set timetable.
Stretch assignments and special projects
Stretch assignments are special projects that give employees opportunities to take on challenging tasks outside their usual roles. They are designed to push employees out of their comfort zones and skill sets and can help them develop new skills, gain confidence and prepare for higher responsibilities. Stretch assignments can also encourage innovation and problem-solving and ultimately help individuals progress in their careers.
Industry conferences and networking events
Attending networking events helps employees to learn from experts and stay updated on industry trends. It also provides networking opportunities and exposure to new ideas and can help to increase professional development and improve the company’s reputation.
Feedback and performance reviews
Regular performance discussions help employees understand their strengths and areas for improvement. Receiving constructive feedback and having the opportunity to discuss their thoughts, experiences and difficulties with management can encourage continuous learning and growth. Regular performance reviews can also help align employee goals with company objectives.
Employee resource groups and peer learning
Peer learning encourages employees to learn from each other through discussion groups and knowledge-sharing sessions. Employee resource groups focused on specific topics (e.g., leadership, diversity or technical skills) provide networking opportunities and professional support. This can help create a culture of continuous learning and collaboration and lead to a more positive work experience. It can also open doors to new opportunities.
Employee Development Plans
An employee development plan is a structured plan that helps employees improve their skills, advance their careers and contribute more effectively to an organisation. It aligns employee growth with company goals, ensuring that both individuals and the business benefit. Writing an employee development plan involves outlining clear goals, identifying growth opportunities and providing a structured path for skill enhancement. The plan should also inspire, motivate and excite the employee.
The key components of an employee development plan are:
Assessment of employee strengths and areas of growth
The plan should identify the employee’s current skills, experience and performance levels. This can be done using feedback from managers, self-assessments and performance reviews.
Career goals and objectives
The plan should define the employee’s short-term and long-term career aspirations. It should then align these goals with company needs and future opportunities. When creating an employee development plan, it is essential to develop clear objectives to provide direction to the employee, management and other organisation leaders. Good objectives should be SMART:
S: Specific
M: Measurable
A: Achievable
R: Relevant
T: Time-bound
Skill development plan
The plan should identify any skills or knowledge gaps that need improvement. This can be done by reviewing the employee’s current skills, knowledge and performance, identifying strengths that can be further developed and determining skill gaps that need improvement. The person creating the plan can then work with the employee to choose relevant training, courses or mentorship programmes to fill these gaps.
Learning and development activities
This could include formal training (e.g., workshops or e-learning), on-the-job training, job rotations, coaching, stretch assignments or networking events. For high-potential employees, the plan should include leadership development programmes.
Timeline and milestones
It is essential to set clear deadlines and check-in points to track progress. The plan should be broken down into achievable steps with deadlines set, where necessary (for example, a deadline for completing a training session). The timeline should include periodic check-ins. The plan and any related milestones can be adjusted as needed, based on performance, the employee’s feedback and any business changes.
Support and resources
As part of the plan, the employee should have access to necessary tools and resources, including mentors and training materials. Management should be encouraged to actively support and guide employees and should be given a specific budget to support employee development.
It is essential that management and organisational leaders understand the employee development programme and fully support it. Leadership can offer essential support, training and coaching to employees and are integral to the programme’s success. Leadership who are engaged in the programme and positive about its success are more likely to motivate employees to engage.
Performance review and feedback
Progress must be regularly assessed through one-to-one meetings and performance reviews. These meetings should be scheduled periodically (e.g., monthly or quarterly). Management can provide constructive feedback and adjust goals and objectives as necessary. It is also important to recognise progress and any achievements, as this will help keep employees motivated.
While structure is essential to the success of an employee development programme, so is flexibility. Structure can be beneficial for things such as tracking progress, communicating with employees, creating a timetable and creating employee development plans. Flexibility, on the other hand, helps ensure plans are tailored to each employee. It ensures employee development focuses on each employee’s strengths, difficulties, goals, experience and preferred learning methods.
Learning Opportunities for Staff
Employees can learn a wide range of skills and knowledge, depending on their roles, industry and career aspirations. Employee development can help to increase employee’s skills and knowledge in three main areas:
Technical Skills (Job Specific Skills)
These are specialised skills that are required for specific job roles or specific industries, for example:
- Technology and software: This could include using tools such as Microsoft Excel, Salesforce or programming languages (e.g., Python or Structured Query Language).
- Data analysis and analytics: For example, employees could receive specialist training in understanding trends and making data-driven decisions.
- Industry-specific knowledge: Common examples include healthcare regulations, financial modelling and legal compliance.
- Project management: For example, how to plan, organise and manage resources to achieve specific project goals within the constraints of the project scope, time and budget.
- Customer service and sales: Employees could receive specific training, such as negotiation techniques, Customer Relationship Management (CRM) software and sales techniques.
- Writing and communication: Training could include business writing, technical writing and content marketing.
Soft Skills (Interpersonal and Workplace Skills)
Soft skills help employees work more effectively with others. Common examples include:
- Communication skills: For example, public speaking, active listening and giving feedback.
- Emotional intelligence in the workplace: For example, self-awareness, empathy and conflict resolution.
- Problem-solving and critical thinking: This could include decision-making and analytical reasoning.
- Time management and productivity: Organisational skills, prioritisation and delegation.
- Adaptability and resilience: This could include how to handle change, working under pressure, stress management and maintaining a healthy work-life balance.
Leadership and Career Development Skills
These skills prepare employees for higher responsibilities and leadership roles. Common examples include:
- People management: Training could focus on coaching, mentoring and team-building.
- Strategic thinking: Employees could be trained on important aspects of leadership, such as business planning, financial literacy and market analysis.
- Negotiation and influence: Depending on the job role and industry, negotiation skills may be important. The employee development plan could focus on skills such as persuasion, conflict resolution and stakeholder management.
- Innovation and creativity: Important in many job roles, this can include thinking outside the box and problem-solving strategies.
- Diversity and inclusion awareness: This is key for any leadership role. Employee development could focus on things such as disabilities in the workplace, understanding workplace diversity and cultural sensitivity.
