The Importance Of Employee Development In Organizational Strategies

So you’re ready to build a brand-new organizational strategy for your brand. Congratulations! That’s definitely no easy task, and shows that your company is really starting to find its stride.

But while we don’t want to rain on your parade, we do want to make you aware of one tiny detail before you get started — the importance of employee development.

As much of a cliché as it is, your employees are one of the most foundational elements of the organizational strategy. And if you keep forgetting to add some learning and development opportunities (we’ll call it L&D) into the mix, you might be left with some pretty lackluster outcomes. In fact, nearly 50% of employees believe that a lack of development opportunities are keeping them from doing their jobs effectively.

Let’s explore why employee development strategies matter in today’s organizational structure, as well as how to incorporate them into your own company.

Why employee development strategies matter

Let’s take a look at some of the key stats to showcase why employee development matters so much.

• Companies that focus on learning and development strategies at the training level see 218% higher income per employee (and a 24% bigger profit margin).
• 70% of people say that at-work learning and development opportunities influenced their decision to stay at their current job.
• Development strategies that engage employees help the entire business. Companies with engaged teams enjoy 202% higher employee performance.

Impressive? Sure. Mind-boggling? Definitely. Is it time to choose a new L&D strategy? You betcha.

Types of employee learning and development strategies

There are a lot of ways to create employment development strategies. Whether you’re a huge multinational brand or an up-and-coming startup, you’ve got three major options — in-house, outsourced, or on a development platform.

• In-house development strategies create L&D from the ground up. C-suite executives and training professionals weigh in on the creation of a suitable learning and development strategy.
• For brands who don’t want the hassle, outsourcing L&D to a team might be the next best option. This pricier option relies heavily on a third party to develop solutions and training modules.
• Development software platforms offer the best of both worlds. Your brand retains control over employee learning and development strategies while the structure and engagement is carried out through a digital SaaS.

Feeling overwhelmed? Don’t be. Remember: Rome wasn’t built in a day, and neither will your L&D strategy be. Just take your time, talk things out, and be willing to partner with experts for a helping hand.

Developing an employee engagement strategy

Employee development strategies are pretty much limitless in their scope. Enhancing skills, building team cohesion, and even learning new software are all different types of L&D strategies. When building your strategy, you should have five major ideas in mind: culture, retention, training, motivation, and employee engagement. Let’s check them out:

1. Culture

From remote teams to in-house experts; your employees want to connect with your brand’s values, motivations, and beliefs. Provide them with plenty of development options to plug-in, including on-the-job and modular training.

2. Retention

Continuously recognize the hard work of your employees with teamwork and motivation modules. Happy employees lead to lifelong employees!

3. Training

Start new hires off on the right foot by providing training at the ground level. If possible, listen to their feedback for future refinement.

4. Motivation

Help employees new and old find their spark in your organization. Focus your training with feedback to enhance all possible outcomes.

5. Employee Engagement

Engage your employees with open forms of communication, skill-based training, and career growth opportunities.

Of course, these aren’t the only five aspects of a winning strategy. Other elements can also be woven into your development plan, including product launches and additional technical needs. Truthfully, the sky’s the limit!

Motivosity makes employee development strategies easier than ever

Choosing the right development strategy matters a great deal to everyone at your company, from the CEO to the new trainee. But implementing L&D effectively (and at scale) isn’t always a walk in the park. If in-house development won’t work for you, but the time-cost of outsourcing doesn’t fit the bill (literally), it might be time to look into SaaS platforms like Motivosity.

At Motivosity, we believe that all employees deserve access to engagement and recognition programs. Our unique four-part program can be used at any capacity and in any combination, allowing users to customize their approach to learning and development. Just pick your preferences, chat with an implementation professional, and get to work!

Book a demo today to see our L&D tools in action.

Sources:

• https://stateofskills.degreed.com/?utm_source=PRSS-RSR-PANCommunications-DSA-RPRT-stateofskillsreport--11_2020
• https://businesstrainingexperts.com/knowledge-center/training-roi/profiting-from-learning/
• https://www.shiftelearning.com/blog/statistics-value-of-employee-training-and-development
• https://www.dalecarnegie.com/employee-engagement/engaged-employees-infographic
• https://www.mckinsey.com/business-functions/people-and-organizational-performance/our-insights/the-essential-components-of-a-successful-l-and-d-strategy