Unraveling the Learning and Development Puzzle: Empowering Growth Without Sacrificing Time

Recently, I had the opportunity to be in a discussion with a group of colleagues from CHART about developing team members. This was a great discussion and one that spurred several different thoughts in my head. During this chat, I recalled an experience at a previous employer where we introduced a personal development program to the team. This was done at the Regional Level and shared with only our staff in the Northwest. It was hugely popular and when others got wind of it, they asked why they couldn’t attend. We never intended for it to be an “exclusive” program, but more were focused on our team in the Northwest. The learning and development team was happy to hear the requests and excited to share the program with a broader audience (happy to share the program, message me). Then the company decided to make it a training course that everyone would attend. Well, that is where things shifted. Now that people “had to go”, they didn’t want to go. Prior when they “couldn’t go” they wanted to go.

This caused me to reflect and wonder...what gives here? On one side, employees eagerly seek opportunities to grow and acquire new skills, while on the other side, the establishment of formal development programs sometimes meets resistance due to perceived time constraints. This dynamic raises important questions: Why do employees clamor for opportunities when none exist, only to complain about lack of time when formal programs are introduced? How can organizations strike a balance that satisfies both the hunger for learning and the demands of a busy workforce? Let’s see if we can figure out what gives and how we can implement tactics for creating a mutually beneficial development program.

The Duality of Employee Expectations

It's essential to understand the duality of employee expectations in the L&D process. When learning opportunities are scarce or informal, employees often voice their discontent, expressing a desire for growth and development. This eagerness to learn is a testament to the hunger for self-improvement that exists within the workforce.

However, when organizations respond by instituting formal development programs, a new set of challenges arises. Employees may complain about the time commitment required to participate, fearing that these programs will interfere with their daily responsibilities. This apparent contradiction highlights the delicate balance required to meet the diverse needs of the workforce.

The Answer: A Mutually Beneficial Development Program

Creating a mutually beneficial development program is not an impossible task. It involves understanding the nuances of your organization's culture and needs while implementing strategies that address both the desire for learning and the constraints of time. Here are some key tactics and steps to achieve this:

1. Needs Assessment: Begin by conducting a thorough needs assessment to identify the skills and competencies employees need most. This ensures that the development program is relevant and aligned with organizational goals.

2. Flexible Learning Options: Offer a range of learning options that accommodate different learning styles and schedules. This might include self-paced online courses, lunch-and-learns, or micro-learning modules that can be integrated into daily work. Embrace micro-learning, eLearning, VR, AI, and all the other emerging learning modalities

3. Clear Communication: Communicate the value and benefits of the development program effectively. Help employees understand how participation aligns with their career goals and the organization's success. This will be fed in part by the needs assessment. Make sure you ask them and then let them know you heard what they have shared.

4. Managers as Advocates: Encourage managers to support and advocate for employees' participation in development programs. When managers actively endorse learning, employees are more likely to engage. Some might say that this needs to occur before you communicate. Get the leaders on board then introduce. What do you think?

5. Integration into Workflow: THIS IS HUGE! Integrate learning opportunities into employees' daily workflow whenever possible. This minimizes disruptions and makes learning a seamless part of their routine. Make learning part of what they do, not an addition to what they do. I don’t know, maybe create “Learning Breaks” during the day.

6. Recognition and Rewards: Recognize and reward employees for their participation and achievements in the development program. This can be through promotions, bonuses, or public acknowledgment. I have a client that used Bonusly to recognize their employees and builds in recognizing learning as a critical piece of recognition.

7. Feedback and Continuous Improvement: Collect feedback from participants regularly to make improvements to the program. This ensures that it remains dynamic and responsive to changing needs. As a leader, we know that success is greater if we include the team in the discussion. They want to help the company be successful and as I learned as a young parent, grandparent, husband, and son, nobody wants to be “told” what to do.

Where do we go from here then? Well, it starts with our understanding of the dual nature of employee expectations in the L&D process which underscores the importance of crafting a development program that balances the desire for growth with the constraints of time. By understanding your organization's unique dynamics and implementing the tactics outlined above, you can create a mutually beneficial development program that fosters a culture of continuous learning while respecting employees' busy schedules, professionally and personally. Doing so will empower your workforce to thrive, and your organization will reap the rewards of a skilled and engaged team.

#LearningAndDevelopment #ProfessionalGrowth #SkillDevelopment #ContinuousLearning #EmployeeEngagement