Many businesses put off the training and development of their employees in favour of other, more pressing tasks. When we juggle multiple priorities, it is easy to overlook employee training, and many employees are initially happy to accommodate. However, neglecting training and development can have serious long-term consequences for both employees and organisations.
With the convenience of online certification, businesses now have the opportunity to streamline training and make it more accessible, cost-effective, and flexible. Research shows that companies that invest in structured training experience 24% higher profit margins compared with those that don’t. Employees who are regularly trained are also more productive, feel more valued, can contribute across multiple areas of the business, and are less likely to leave.
In today’s workplace, where hybrid working, AI-driven tools, and rapid digital transformation are the norm, employee training and development strategies have never been more critical.
Why Employee Training and Development Strategies Matter
Postponing training not only impacts employee satisfaction but can also slow innovation and competitiveness. A 2024 LinkedIn Workplace Learning Report found that 94% of employees say they would stay longer with a company that invests in their learning and development. Retention, engagement, and productivity all rise when training is embedded into company culture.
Building Effective Employee Training and Development Strategies
Here are the essential steps and types of training to consider when designing a strategy that benefits both employees and the organisation.
1. Know Employee Strengths and Weaknesses
The first step is to understand the current skill set of your workforce. Creating a skills matrix is an effective way to identify gaps. While spreadsheets like Microsoft Excel can be used, many businesses now adopt automated skills management systems such as AG5, which make the process simpler, quicker, and more accurate. Platforms like eSkill also offer employee training assessments that help identify key development needs.
2. Create Personal Development Plans
Personal development plans (PDPs) link organisational goals with individual aspirations. Sit down with employees to understand their career interests and map out realistic, measurable goals within a defined timeframe. This creates ownership and motivation while ensuring training is relevant to both the employee and the company.
3. Take Stock of Training Resources
Before rolling out programmes, create an inventory of existing resources. Ask yourself:
- Can employees learn from one another instead of attending external courses?
- Can you reuse internal training materials, such as presentations or case studies?
- Is there scope to bring in external trainers for bespoke workplace training?
- What resources are freely available online?
This assessment helps balance budgetary considerations with impact, ensuring employees receive the right mix of internal and external training opportunities.
4. Provide Onboarding Training
Onboarding sets the tone for employee engagement. It should start when an employee accepts the job offer and continue through their first six months. Effective onboarding includes:
- Company culture, mission, and values
- Orientation and introductions
- Job-specific training
- Ongoing check-ins and support
Employees who experience structured onboarding are 69% more likely to remain with a company for three years.
5. Focus on Soft Skills Training
While technical knowledge is important, soft skills training builds the communication, collaboration, problem-solving, and adaptability employees need to thrive in today’s workplace. Areas to prioritise include:
- Professionalism and teamwork
- Time management and organisation
- Conflict resolution and critical thinking
- Interpersonal communication and networking
According to the World Economic Forum, by 2025, the most in-demand workplace skills will be creativity, resilience, emotional intelligence, and complex problem-solving, all soft skills.
6. Invest in Technical Training
Technology evolves rapidly, and employees must stay up to date. This may involve training in industry-specific software, AI-driven tools, or productivity platforms. For example, expert-led Excel corporate training can help employees unlock the full potential of the program, improving accuracy, efficiency, and collaboration.
7. Develop Strong Management Training
Managers shape employee engagement and retention more than any other factor. Management training should focus on:
- Leadership and communication skills
- Delegation and performance management
- Motivating and inspiring teams
A Gallup study revealed that 70% of the variance in employee engagement is tied to management quality, highlighting why leadership training is a strategic investment.
8. Make Safety Training a Priority
Safety training ensures employees understand workplace risks, health procedures, and emergency protocols. This reduces the likelihood of accidents and injuries while promoting a culture of safety and compliance. Beyond compliance, companies that prioritise safety often report higher morale and productivity.
9. Embrace Continuous Review and Feedback
No training plan is perfect. Continuously reviewing programmes helps identify gaps and areas for improvement. Employers should:
- Monitor employee performance metrics before and after training
- Collect employee feedback to improve course design
- Work with instructors to refine delivery methods
The review process ensures training stays aligned with evolving business and employee needs.
The Future of Employee Training and Development
The landscape of employee learning is changing rapidly. Microlearning (bite-sized training modules), gamification, and virtual reality simulations are gaining traction, making learning more engaging and effective. AI-driven platforms can now personalise training pathways, ensuring employees develop skills aligned with their role and future career goals.
Investing in training is no longer optional; it is a strategic necessity. Organisations that embed employee training and development strategies into their culture will not only retain talent but also build resilience, innovation, and long-term success.
