Beyond upskilling: best practices for employee development

In a previous article, we discussed ways for employees to upskill themselves despite having a full workload. While it’s great when team members are proactive in improving their skills, employers also need to do their part. A LinkedIn study found that more than 94% of employees would stay at a company longer if it invested in their professional development. The Society of Human Resource Management (SHRM) reports that 86% of HR managers believe training is critical for retention, while more than 80% believe it helps attract high-value candidates.

Investing in employee development provides many benefits, but to maximize success, a well-structured approach is essential. This guide provides best practices for developing and implementing training programs that empower employees, close skill gaps, and drive overall business growth.

1. Define the program’s goals and objectives

The first step in creating an effective training program is defining what its goals are and the needs it addresses. Conduct employee assessments and performance reviews to determine which team members need training, which areas of the organization will benefit from it, and how it will support the company’s short and long-term objectives.

Establishing clear goals can make it easier to set up and optimize training program objectives. It also helps ensure training programs align with business outcomes and employees’ career aspirations. 

2. Analyze employee skill gaps

A skill gap assessment will help you identify deficiencies in employees’ skills and knowledge, as well as shortcomings in your organization’s existing training programs. Understanding these gaps allows your design team to create customized training programs that efficiently achieve its objectives.

Because the success of any training program hinges on the trainee, it’s important to define the skills employees should acquire and whether they align closest with the company’s long and short-term goals. 

3. Choose training strategies that suit your needs

Training programs in general have to be intentional and flexible while still closely aligned with your organization’s objectives. There are several proven training approaches to help you achieve this, with the most common ones being:

4. Make training engaging and interactive

Even the most customized training program will fall flat if it fails to engage trainees. This is why it’s important to create programs that catch employees’ attention and keep them involved. Training should also encourage interaction between learners, instructors, and training materials themselves.

Crucial to making training sessions engaging is to have knowledgeable instructors and subject matter experts. If your instructors truly understand the content and how to present it effectively, learners will be able to absorb the lessons more efficiently and retain them for longer.

5. Adapt training to the organization’s culture

Beyond aligning with business goals, training programs should be tailored to the company’s culture. For example, if the workforce consists of older employees with limited knowledge of the latest technologies, relying solely on online courses may create issues and hinder their learning.

6. Track and measure your progress

The best method for determining if a training program is working is by measuring its progress at every stage. This allows you to identify what’s working, what needs improvement, and how well the training aligns with the business goals.

Some of the key performance indicators (KPIs) you should track include:

Creating effective training programs is a strategic investment that benefits both employees and the organization. By taking a thoughtful approach with a focus on continuous improvement, you can ensure your organization’s investment in employee development will drive its long-term growth and success.