Certain employers are combatting this trend by emphasizing how much value they can bring to their workers beyond a simple paycheck. For some workplaces, these efforts entail promoting career growth with learning and development (L&D) solutions.
Yet, an L&D program will only succeed if employees are eager to participate. This article outlines how employers can create enticing L&D programs.
A quality L&D program can allow employers to help support employees on their learning journeys. When employees don’t have development and career advancement opportunities, they may feel unchallenged or unmotivated in their roles.
L&D efforts have the ability to be a powerful attraction and retention tool for organizations, but also offer other benefits. These efforts can positively impact workplaces by:
While L&D programs have been shown to benefit organizations and their workers, they can only do so when implemented effectively.
Simply having L&D programs in place isn’t enough to guarantee success; employees must also want to participate in these initiatives. After all, workers will still be responsible for their day-to-day duties. Therefore, L&D efforts must be attractive and useful enough to garner employees’ voluntary interests.
Below are some ways employers can help foster successful L&D solutions:
The above tips can help employers establish L&D programs that may work for their employees, but they are only a starting point. Ultimately, employers will need to settle on L&D initiatives that resonate the most with their workers’ unique needs and interests.
Pursuing L&D efforts can be a worthwhile endeavor for employers and employees alike. Amid the current job market, it can also be a powerful attraction and retention tool.
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