While many organisations say they have learning and development culture, they don’t always practice what they preach. They don’t even give their line managers the tools they need to provide employees with the right development support. Without this support, employee engagement and retention rates are likely to suffer.
To do learning and development right, line managers need to start by diagnosing development needs so they can identify appropriate learning activities. Next they need to create individualized development plans for each employee. And finally, they need to take steps to ensure employees and the organisation actually benefit from the development opportunities offered. Now all of this does take some time and effort, but it’s definitely worth it.
To help make the task go smoother and easier, we’ve got a template and two checklists that are worth checking out.
