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What do you do if your staff development efforts are not yielding results?

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Staff development is a vital part of any organization's success, as it helps employees acquire new skills, improve performance, and advance their careers. However, sometimes staff development efforts may not yield the desired results, either because of external factors, internal resistance, or ineffective methods. In this article, you will learn some possible reasons why your staff development efforts are not working, and what you can do to overcome them.

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Carolann Philips, MCC (ICF), GPHR?, CPTD?

Oman's most practiced people skills architect | Performance Excellence Master Coach | ICF Coach Educator/Mentor |…

1 Assess your goals

Before you blame your staff development efforts for not producing results, you need to ask yourself: what are you trying to achieve? Do you have clear, specific, and measurable goals for your staff development program? Are they aligned with your organization's vision, mission, and values? Are they relevant and realistic for your employees' needs and interests? If you answer no to any of these questions, you may need to revisit your goals and make sure they are SMART: specific, measurable, achievable, relevant, and time-bound.

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Jamuna Rani Govindaraju

Executive Director—SICCI/Advisor—SME Centre@SICCI/Educational Management/Non-Profit Management/Breaking 98 years of tradition, the first woman to be appointed ED in SICCI's history!
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Take the time to understand why your staff development efforts are not producing the desired results. Possible reasons could include a lack of employee engagement, ineffective training methods, mismatched learning objectives, or insufficient support from leadership. Seek employee feedback to understand their perspectives on the staff development initiatives. Ask for input on what aspects of the training programs are working well and what could be improved. This feedback can provide valuable insights into areas that need attention. Evaluate your training programs' content, format, and delivery methods. Do you know if they are aligned with your employees' needs and preferences?

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2 Evaluate your methods

Another possible reason why your staff development efforts are not working is that you are using the wrong methods. Are you relying on one-size-fits-all approaches, such as lectures, webinars, or manuals, that do not cater to your employees' diverse learning styles, preferences, and levels? Are you providing enough opportunities for your employees to practice, apply, and reflect on what they learn? Are you using feedback, recognition, and incentives to motivate and reinforce learning? If you answer no to any of these questions, you may need to diversify your methods and use more interactive, engaging, and personalized strategies, such as coaching, mentoring, peer learning, gamification, or microlearning.

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3 Address your challenges

A third possible reason why your staff development efforts are not working is that you are facing some challenges that hinder your progress. Are you dealing with limited resources, such as time, money, or technology, that prevent you from offering quality and consistent staff development opportunities? Are you encountering resistance or skepticism from your employees, managers, or stakeholders, who do not see the value or relevance of staff development? Are you facing competition or conflict from other priorities, initiatives, or policies, that distract or discourage your employees from learning? If you answer yes to any of these questions, you may need to address your challenges and find ways to overcome them, such as securing support, communicating benefits, creating buy-in, or resolving issues.

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4 Monitor your outcomes

A final possible reason why your staff development efforts are not working is that you are not monitoring your outcomes. Are you tracking and measuring the impact of your staff development program on your employees' knowledge, skills, attitudes, and behaviors? Are you using appropriate and reliable indicators, tools, and methods to collect and analyze data? Are you reporting and sharing your results with your employees, managers, and stakeholders? Are you using your findings to celebrate successes, identify gaps, and make improvements? If you answer no to any of these questions, you may need to monitor your outcomes and use evaluation as a continuous and collaborative process to enhance your staff development program.

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5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Carolann Philips, MCC (ICF), GPHR?, CPTD?

Oman's most practiced people skills architect | Performance Excellence Master Coach | ICF Coach Educator/Mentor | Director-Hallmark Training Institute:Powering talent & driving growth through transformative L&D solutions
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Three initiatives that might work like a charm: 1) Encouraging creative expression - offering opportunities for team members to explore their creativity through writing, visual arts, music, or other forms of expression that inspire innovation and self-discovery 2) Offering mindfulness sessions, stress management workshops, or fitness challenges to promote self-care and resilience 3) Exploring unconventional learning methods like improv sessions, or collaborative art projects to foster team cohesion.

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What do you do if your staff development efforts are not yielding results?

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1 Assess your goals

2 Evaluate your methods

3 Address your challenges

4 Monitor your outcomes

5 Here’s what else to consider

Staff Development

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What do you do if your staff development efforts are not yielding results?

1

2

3

4

5

1 Assess your goals

2 Evaluate your methods

3 Address your challenges

4 Monitor your outcomes

5 Here’s what else to consider

Staff Development

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