Many managers recognize L&D as an important aspect of their organization’s growth. At the same time, it might seem like a hard sell to other members of the organization. For L&D to work toward your business objectives, it cannot impinge on employee productivity, time-management or morale.
That’s why it’s so important to be thoughtful as you incorporate L&D into your business. Here are some suggestions for doing it successfully:
Assess exactly what your goals are
Going into L&D without a clear understanding of what you want to get out of it can lead to wasted time and disengaged employees. Make a list of clear objectives and think about where L&D can help.
Work with managers
If managers aren’t convinced of the value of L&D, you’ll be hard-pressed to convince the employees they manage. Demonstrating the value of L&D programs to managers first can help bring the rest of the team along.
Celebrate your successes
A great way to keep employees engaged is to show results. For instance, before a new L&D event, share with employees the kind of progress that was made in the last event. This can demonstrate to employees what they stand to gain by attending.
Listen to employee concerns
Many L&D events are mandatory, which can already sink morale for employees who would rather not attend. If they feel that their time is being wasted, and they have no one to take their concerns to, their engagement in L&D is unlikely to flourish. Create an open dialogue and address concerns as they come up. This can help foster trust and participation in learning and development.
L&D has taken on a new significance in recent years, and it’s easy to see why. Businesses are modernizing their approach to developing employees and recognizing how that development figures into a successful business future. These educational programs can help employees gain valuable skills and knowledge to tackle new problems with fresh solutions, all of which means L&D is no longer just nice to have. It’s a must-have.