The Importance of Learning and Development

Learning and development (L&D) are essential for keeping your workforce engaged, and future-ready. Companies that invest in effective L&D strategies retain top talent, drive innovation and maintain a competitive edge.

Forbes, in its own inspection of L&D, sourced McKinsey’s research connecting lack of growth and development with and increase in turnover. A significant 60% of employees stated they left their jobs due to missing opportunities for development. Growth opportunities relay a company’s commitment to worker wellbeing, keeping talent engaged. The engagement increases the confidence of team members and reduce anxiety.

Let’s take this opportunity to display how and why prioritising L&D can transform your workplace, no matter where your team is based.

1.       Learning and development prepares us for continuous change

New technologies, market trends, and shifting customer expectations mean that what worked yesterday might not tomorrow. Continuous learning is how to combat this problem. When offered regular opportunities to upskill, team members meet new challenges with preparedness. When Employees are encouraged to develop their skills they bring fresh ideas and solutions. This comes from prioritising an encouragement towards learning. The constant improvement is a game-changer for any team, helping to maintain a competitive edge.

2.       L&D builds a culture of growth

Encouraging learning is synonymous with constructing a culture where growth is part of the everyday. When organisations prioritise development, it sends a clear message: growth is important here, both for the company and for the individual. This culture of growth builds resilience among employees. When people believe they can improve through effort, they are more likely to take on new challenges and persevere through tough times. Mistakes are an opportunity when the environment encourages learning.

3. Engage and retain through learning and development

Engaged employees are happier, more productive, and less likely to leave. A strong L&D programme can significantly boost engagement by showing employees that the company is invested in their professional growth.

The Rotterdam School of Management enforces this point, claiming that when employee development is overlooked (usually for short term gains) your organisational capabilities are limited. On the other hand, robust learning cultures see a 30-50% increase in employee retention. Career progression plays a big part in this. If employees can see a clear path for growth within the company, they are less likely to look elsewhere. Moreover, when employees feel valued and see their learning needs being met, it naturally leads to a more positive workplace atmosphere, enhancing retention and reducing turnover.  

4.       Prepare for the Future

Automation, AI, and other technological shifts on the horizon, the skills needed today might not be the ones needed tomorrow. L&D isn’t just about addressing current gaps; it’s about preparing for what’s coming next. By focusing on future-oriented skills like digital literacy, leadership, and adaptability, companies can build a workforce that’s ready to tackle whatever comes their way. This forward-thinking approach helps maintain a competitive edge and ensures that employees are equipped to grow into new roles as they emerge.

5. L&D in the hybrid workplace

As remote and hybrid work models become more prevalent, L&D must adapt to meet the needs of a dispersed workforce.

Virtual Training: includes leveraging tools like video conferencing, e-learning platforms, and interactive webinars. Virtual training allows employees to learn at their own pace and revisit materials as needed, making it a flexible option that fits into diverse work schedules.

Personalisation: Employees in different locations or roles may have varying needs and challenges. Tailoring training to address these specific needs not only makes learning more relevant but also boosts engagement by ensuring that employees see the direct benefits to their roles.

Maintaining Connection: One of the challenges of the hybrid work place is maintaining a sense of connection among employees. L&D can play a crucial role in this by incorporating collaborative elements into training programmes. For example, virtual group projects, discussion forums, and peer-to-peer learning sessions can help build camaraderie and ensure that team members remain connected, even when they’re not in the same physical space.

Ensuring Accessibility: It’s important that L&D resources are accessible to all employees, regardless of their location. This means ensuring that materials are available online, can be accessed on various devices, and are inclusive of different learning styles and abilities.

How does your organisation handle L&D?

Every organisation has different needs when it comes to learning and development. Do you need to evaluate the effectiveness of your current policy? Are you looking to set up a new one? Or perhaps you need fresh ideas to achieve a specific L&D goal? Whatever your challenge, our HR experts can help you solve it. Get in touch to learn more about how we can support your HR team creating L&D which benefits the company, and challenges the employees.