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.

Understanding the Value of 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:

• Closing worker skill gaps
• Keeping up with workplace demands
• Increasing employee innovation and creativity
• Boosting employee productivity

While L&D programs have been shown to benefit organizations and their workers, they can only do so when implemented effectively.

Making Enticing L&D Programs

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:

• Demonstrate purpose—Employees will be more drawn to participate in an L&D program if they know it will benefit their careers or personal growth. As such, employers need to communicate exactly how their L&D initiatives can help workers. These benefits may include:
  • Qualifying employees for other responsibilities
  • Gaining certifications and, subsequently, higher wages
  • Honing soft skills
  • Obtaining relevant career experience
• Make L&D programs attractive, not mandatory—Employees should be drawn toward L&D efforts, not pushed. A mandatory program may promote resentment rather than genuine interest, eventually leading to burnout.
• Consider microlearning solutions—Instead of prolonged learning sessions, microlearning involves bite-sized curricula that employees can pick up and set down as their schedules allow.
• Differentiate L&D efforts from training—While similar, L&D programs aren’t the same as employee training, the latter of which is typically mandatory and required for certain roles. Rather, L&D solutions are a voluntary way to grow skills, knowledge and abilities that can be applied in a number of circumstances.
• Avoid micromanagement—Employees should be drawn to L&D opportunities as a way to enrich themselves personally or professionally. Constant prodding from managers to complete assignments can undermine employees’ motivation and progress.

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.

Conclusion

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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