Whether you’re an HR manager, or you specialise specifically in L&D, you’ll need to create a learning and development strategy that actually bears fruit in your business.
That’s because a successful learning and development strategy is far from just a luxury – it’s a fundamental part of company-wide growth.
Why?
Well, because if you get your tactics right, you can create happier, more productive employees, save money through talent retention, and make your business a more lucrative place to work.
To achieve this, your L&D strategy should work in tandem with the overall mission of your company, equipping your workforce with the skills they need to generate real impact within your organisation.
Done right, and the people within your company will grow as your business does – a win-win for all!
At Instep, we’ve supported thousands of HR and L&D professionals to enhance their colleagues skills and generate a tangible impact in their workplace.
In this article, we’ll talk you through how to do it.
The Power of a Learning and Development Strategy
Imagine a workplace where each and every individual feels valued and empowered to grow.
This is the power of a well-crafted learning and development strategy.
It’s about more than just skill enhancement; it’s about creating an infectious culture of continuous improvement and innovation.
Companies that invest in their employees’ growth see not only enhanced skills but also increased morale and productivity.
That’s why 94% of employees say they would stay longer at a company that invests in their career development.
As a superhero’s uncle once said – ‘with great power, comes great responsibility’ – so if it’s your job to create a training and development plan, be sure not to miss any of the following steps…
Assess What Your Company Needs
The journey begins with understanding what your business actually needs.
To do this, conduct a thorough skills gap analysis to identify areas where training is needed.
At Instep, we engage with employees through surveys and interviews to gain insights into their learning preferences and career aspirations, so we encourage you to do the same.
Of course, speak to key stakeholders, but don’t forget to engage in conversation with your teams and individuals across your company. Do they need data training? Is customer service an issue, or do they require effective leaders to increase productivity?
This approach ensures that your learning and development strategy is tailored to meet both company-wide goals and individual needs.
Set Clear and Achievable Objectives
Start with the end, and decide what your company will look like after you have created a culture of continuous education and development.
Whatever that may look like, create a clear picture, align it with your company’s mission, and put a time-frame on it.
For example, if your goal is to create more managers internally and save on recruitment costs, your objective might be to train high-potential employees on leadership and management skills within eighteen months, and have them implement a campaign relevant to your company.
This approach not only provides direction but also motivates employees by giving them clear targets to aim for.
Pick the Right Learning Programme
Choosing effective learning programmes is at the heart of a successful learning and development strategy.
For key stakeholders in your business, ‘effective’ will mean choosing a course which helps to bring a real, tangible impact to your company to create a return on investment.
That’s why by choosing Instep, you can utilise the apprenticeship levy and ensure your staff are taught using a blend of training methods to cater to different learning styles.
They will experience a healthy mixture of classroom training, e-learning modules, workshops, and on-the-job training on our courses, to work hand-in-hand with their day-to-day roles.
During assessment, each learner must work with their line manager to create a campaign specific to their current company, and demonstrate its impact.
In some cases, we even tailor our programmes to meet the unique needs of your business, depending on what that may entail.
Implement the Learning and Development Strategy
Implementation is where your strategy comes to life.
This is where you need a ‘buy-in’ from stakeholders and staff alike.
Communicate the benefits of the training to employees and encourage their participation.
We see that companies that excel the most are passionate about creating a supportive learning environment, where employees feel comfortable taking risks and making mistakes.
We’ve seen firsthand how a positive learning culture can transform an company.
One of our clients implemented a bespoke mentoring programme to support apprentices. This initiative involved training 25-30 managers and 48 ambassador mentors, which significantly enhanced the roles and responsibilities of employees supporting apprentices.
As a result, the company saw a notable improvement in the development and retention of a skilled workforce.
Measure L&D Performance
To ensure the success of your learning and development strategy, it is important to monitor and evaluate the outcomes regularly.
As you’re ultimately improving people, its clear that a lot of this impact will be anecdotal, so be sure to use a variety of assessment tools, such as quizzes and feedback forms to measure the effectiveness of the training programmes in terms of employee moral and confidence.
It’s also important to look at team performance and assess both personal and team-specific KPIs.
This way, you’ll get a clear idea if there has been a positive trajectory of performance based on the courses, and judge whether the courses have adequately aligned with your company goals.
Analysing this data can help you identify areas for improvement and make necessary adjustments to your strategy.
Promote a Culture of Continuous Learning
A successful learning and development strategy goes beyond formal training programmes, it stems from company culture.
One of the main reasons learners excel during and after our courses is because they are fully supported by their line managers, so being backed internally is crucial.
At Instep, we pair all our learners with a personal coach, in addition to their course leader, so they feel fully supported throughout their course.
However, internal support is still incredibly important.
That’s why we stay in touch with line managers regularly to ensure companies and learners alike are getting the most they can out of the courses available.
To help create this continuous learning culture in your workplace, encourage employees to take ownership of their learning by providing access to a variety of learning resources, such as online courses, webinars, and industry conferences.
And don’t forget to offer real progression.
Recognise and reward employees who actively engage in learning and development activities, and work with them to map out increased responsibilities and potential for promotion.
Utilise the Apprenticeship Levy
Crafting an effective learning and development strategy is a dynamic and ongoing process.
By understanding your company needs, setting clear objectives, and finding the right courses that align with those goals, you can create a strategy that not only enhances employee skills but also drives business success.
Remember, the key to a successful strategy is to promote a culture of continuous learning and improvement, in order for your colleagues to succeed.
And if your company qualifies for the apprenticeship levy, then take advantage of it!
If you’d like support with your L&D strategy, get in touch today.
We can help you plan how you will level up your existing staff, and drive real impact in your business.
