4 Top Employee Development Programs: Boosting Skills and Productivity

What are Employee Development Programs?

Employee development programs are structured initiatives designed to help individual employees grow their skills, knowledge, and competencies, supporting both their professional growth and the organization’s success.

These development programs often include a variety of training sessions, mentorship opportunities, coaching, and continuous learning experiences tailored to meet the evolving needs of the workforce. By participating in effective employee development programs, employees can enhance their abilities, stay current with industry trends, and prepare for new challenges within their roles.

For organizations, investing in employee development leads to higher job satisfaction, increased employee retention, and a culture that values continuous learning and innovation.

When employees feel supported in their personal and professional growth, they are more likely to stay engaged and committed to the company’s mission. Ultimately, well-designed employee development programs benefit both the company and its people, driving long-term organizational success.

What are Employee Development Programs

An employee development strategy is all about giving employees the chance for career growth. It involves providing them with opportunities to learn new skills, improve existing ones through ongoing development, and gain knowledge relevant to their field. This can benefit both the employee and the employer.

There are many different ways to approach employee development. Some popular employee development areas include:

• Training programs: A structured employee training program can be formal, offered by the company, or informal, allowing employees to develop skills on their own.
• On-the-job training: This involves training employees to learn new skills by doing the job itself, helping to train employees and develop skills in real-world situations.
• Mentorship programs: These programs pair experienced employees with less experienced employees to provide guidance and support. A virtual mentoring program is a modern, digital approach that connects experienced professionals with newcomers for streamlined onboarding and professional development.
• Stretch assignments: These are temporary assignments that give employees the opportunity to learn new skills and take on new challenges.
• Conferences and classes: These can be a great way for employees to stay up-to-date on industry trends and learn from experts.

Workplace training and corporate training programs are essential for improving communication skills and supporting experienced professionals in their ongoing development.

 

Why is Employee Development Important?

 

Employee development opportunities are a win/win for both employer and employee for many reasons, from increased retention and productivity to boosted morale and employee engagement.

Structured training and development programs provide valuable career development opportunities and support employees' growth by helping them acquire new skills and advance within the organization. These initiatives also contribute significantly to career progression.

 

1. Boost Retention

It’s estimated that about a third of people who left their jobs in 2021 did so due to a lack of career advancement opportunities. Remember, an advancement opportunity doesn’t have to mean a promotion, per se.

It can be in the form of personalized employee development plans that give employees a sense of satisfaction and fulfillment. Providing career development opportunities supports career progression and helps identify future leaders within the organization.

 

2. Increase Productivity

The natural outcome of career development efforts is employees who are better equipped to complete their job tasks. This can result in employees becoming more autonomous and efficient, ultimately driving an increase in productivity.

Effective training programs enable employees to enhance their skills, which leads to improved employee performance. Such a program can be tailored to meet the unique needs of both the organization and its employees, ensuring maximum impact.

 

3. Better Company Culture

Investing in training and development opportunities shows employees that you care about their career’s longevity. This mindset permeates throughout the organization, demonstrating important company values. Engaging senior executives and senior leaders in these development initiatives also helps foster an inclusive culture and supports the growth of a diverse team.

 

4. Attract Top Talent

Companies that invest in their employee development can gain a reputation for doing so. Offering professional development programs, providing career development opportunities, and supporting employees' growth make these organizations more attractive to top talent. This sets these organizations a cut above the rest, making them desirable to top performers in the talent pool.

 

5. Increase Profits

Research from the MIT Sloan School of Management found that an employer’s year-long soft skills training program led to a roughly 250% return on investment within eight months. To maximize ROI, a training program includes interactive elements and can leverage artificial intelligence to personalize learning based on each individual employee's learning style. Furthermore, it’s estimated that upskilling could boost global GDP by as much as $6.5 trillion by 2030, according to one 2021 report.

 

Additional research has found:

Employee Retention and Engagement:

• 94% of employees would stay longer at a company that offered learning and development opportunities [Source: LinkedIn Learning].
• Employees who feel like they are progressing in their careers are 20% more likely to stay with their company [Source: Zavvy].
• A lack of development opportunities is a major reason employees leave, with 74% saying it prevents them from reaching their full potential [Source: ClearCompany].

Improved Performance and Productivity:

• Companies with comprehensive training programs have 218% higher income per employee than those without [Source: Devlin Peck].
• 59% of employees say training directly improves their performance [Source: Devlin Peck].
• Investing in development led to a 24% productivity increase [Source: Culture Amp].

Types of Employee Development Programs

 

Most leaders understand the value of investing in employee training, but knowing which type of program is best can be more complicated.

A comprehensive training and development program can include a variety of approaches, such as corporate training programs and workplace training, to meet the diverse needs of employees and support organizational goals.

Employee development programs come in all shapes and sizes, catering to different needs and learning styles. Here’s a breakdown of some popular types:

Skills-Based Programs:

These programs are designed to help employees develop skills needed for their roles.

• Technical Skills Training: Focuses on specific job-related skills like software programs, machinery operation, or technical knowledge. Technical training is essential for developing job-specific skills and ensuring employees can effectively use enterprise software, systems, and technical workflows. Often delivered through classroom sessions, online courses, or on-the-job training.
• Soft Skills Training: Develops interpersonal skills like communication, problem-solving, teamwork, and leadership. Improving communication skills is a key outcome of this training, which can involve workshops, role-playing exercises, or coaching programs.

Career Development Programs:

• Mentorship Programs: Pairs experienced employees (mentors) with less experienced ones (mentees) for guidance, career advice, and support. This can also include a virtual mentoring program, offering digital mentoring sessions and online support to streamline onboarding and professional development.
• Leadership Development Programs: Equips employees with the skills and knowledge needed to become effective leaders and develop future leaders. These initiatives may include leadership development training programs with level leadership program focuses, such as Women's Next Level Leadership or New Manager Programs, featuring personalized, interactive, and virtual learning components.
• Career Path Planning: Provides employees with guidance on potential career paths within the company and the skills and experience needed to advance.

Other Programs:

• Compliance Training: Ensures employees are aware of and adhere to company policies, legal regulations, and industry standards. Workplace training is essential for compliance and skill development, and is often mandatory and delivered through online modules or workshops.
• Tuition Reimbursement Programs: Financially assists employees in pursuing further education or certifications relevant to their field. These programs are often part of broader corporate training programs designed to support ongoing professional growth.
• Conference and Workshop Attendance: Provides opportunities for employees to learn from industry experts, network with peers, and stay up-to-date on current trends. Participation is frequently included in comprehensive corporate training programs.
• Effective Sales Training Programs: Comprehensive initiatives that cover product knowledge, sales techniques, CRM tools, and methodologies. These programs enhance sales team skills, improve customer engagement, and drive sales outcomes by providing tailored, in-app training tools and resources.
• Stretch Assignments: Assigns employees temporary projects outside their usual duties, allowing them to gain new skills and broaden their experience.

Additionally:

• Self-Directed Learning: Encourages employees to take initiative in their own development by providing resources like online learning platforms, industry publications, or professional development funds. Comprehensive professional development offerings, such as mentorship programs and LinkedIn Learning, enable employees to learn at their own pace and enhance their skills.
• Internal Knowledge Sharing: Leverages internal expertise by having experienced employees share their knowledge with others through workshops, brown bag lunches, or online forums. Tailoring knowledge sharing to each individual employee's learning style can further optimize skill building and engagement.

Remember, an employee development plan should cater to your specific company needs and employee interests. Consider a combination of these approaches to create a well-rounded development strategy for your workforce.

 

Aligning Employee Development with Business Goals

For employee development programs to deliver maximum value, they must be closely aligned with the organization’s business goals. This means identifying the specific skills and knowledge your workforce needs to achieve strategic objectives, and then designing development programs that address those needs.

When employee development is directly connected to business goals, employees can see how their growth contributes to the company’s overall success, which boosts employee engagement and motivation.

This alignment also allows organizations to prioritize development initiatives that have the greatest impact on business outcomes. By regularly reviewing and updating development programs to reflect changing business goals, companies can ensure their workforce remains agile and competitive.

Additionally, aligning employee development with business goals makes it easier to measure the effectiveness of these programs, enabling data-driven decisions that support continuous improvement and organizational growth.

Fostering Critical Thinking and Problem-Solving Skills

Developing critical thinking and problem-solving skills is a cornerstone of effective employee development. These abilities empower employees to analyze situations, think creatively, and devise innovative solutions to complex business challenges.

Organizations can foster these essential skills through targeted development programs, such as interactive training sessions, hands-on workshops, and mentorship initiatives that encourage employees to tackle real-world problems.

By providing opportunities for employees to engage in challenging projects and participate in decision-making processes, companies help nurture analytical and creative thinking. Regular feedback and support further enhance these skills, enabling employees to approach obstacles with confidence and adaptability.

Investing in the development of critical thinking not only strengthens individual performance but also drives organizational innovation and long-term success.

4 Ways to Create Effective Employee Development Programs

 

Whether you’re starting an employee development program from scratch or hoping to refine an existing program, there are some guidelines that will help ensure success. Designing an effective employee training and development program should begin with identifying and addressing skills gaps, ensuring that training initiatives are tailored to the specific needs of your workforce.

Additionally, leveraging artificial intelligence can help personalize training modules to individual learner needs, making it easier to track progress and improve training effectiveness.

 

1. Establish Long-Term Goals

Before creating any kind of employee development program, you’ll need to assess where you want your organization to go in the future.

Assess your current workforce and company culture by noticing how your teams operate today. What are their strengths? Now, look towards your envisioned future. What skills and mindsets will be essential to get there? What obstacles might you encounter on the way?

An impactful development plan should hit three key targets:

1. Employee Engagement: Align development opportunities with individual aspirations. This shows employees you value their growth, boosting engagement and keeping them motivated.
2. Strategic Growth: Focus on your company’s long-term goals. Identify key skills needed to achieve these objectives, and address any skills gaps through targeted development initiatives.
3. Leadership Pipeline: As your company grows, leadership opportunities will emerge. Invest in leadership training to cultivate future leaders, preparing them for higher responsibilities and supporting career progression within your organization.

By considering both your company’s vision and your employees’ ambitions, you can create a development plan that fuels success for both.

 

2. Create Personalized Professional Development Opportunities

The next step in creating an employee development program is to have managers meet with their teams. Regular one-on-one meetings between managers and direct reports are crucial for crafting a robust employee development program that works for employers and employees.

These discussions should explore:

• Employee Motivations: What excites employees about their work? What tasks do they find challenging or unengaging?
• Career Aspirations: Where do employees see themselves growing within the company? What kinds of hard and soft skills do they need to have to get there?

While employees will need to take ownership of their development plan, managers still play a vital role as guides, supporters, and encouraging employees through any roadblocks. So, be sure to schedule regular check-ins to discuss progress on the development plan and brainstorm professional development opportunities together.

Remember, personalization is key! Tailoring opportunities to each individual employee's learning style and interests is crucial for success. Offering a range of professional development offerings, such as mentorship, coaching, and online resources, enables employees to thrive and grow in ways that best suit their needs. If the format or content isn’t a good fit, the information may not be retained, and the development opportunity is lost.

 

3. Put Together Training Programs

After meeting with their teams, managers might start to see themes developing. For example, they may find that a number of employees want to develop their leadership skills or improve their public speaking abilities.

This is where training and development objectives can start to take shape. Designing an employee training program that includes interactive elements, such as virtual modules or personalized resources, can enhance engagement and effectiveness. Grouping employee training opportunities together can save time, money, and resources.

Some group training options include:

• Lunch and Learn with Internal Experts: Leverage your leadership team’s network! Perhaps a talented colleague with strong public speaking skills would be willing to share their expertise during a brown-bag lunch session. These sessions help develop skills such as communication skills and foster a collaborative learning environment.
• Training Seminars: Have a group of employees attend a training conference that covers a range of topics. This can be anything from sales training—including tailored sessions for the sales team—to digital marketing to HR summits.
• Professional Development Stipends: Offer financial support to employees who pursue individual development goals. This empowers them to choose courses, workshops, or certifications that align with their specific aspirations.

4. Gather Feedback and Adjust

The true value of employee development often unfolds over time. While sales training might not lead to a surge in closed deals overnight, it can significantly boost close rates and employee retention in the long run.

To ensure your employee training programs are generating the results you intended, be sure to gather feedback and monitor progress over time. Tracking progress and measuring training effectiveness is essential to ensure that training initiatives are leading to improvements in employee performance.

Gauge the success of your programs by:

• Employee Engagement: Development opportunities are a key driver of employee engagement. Conduct regular surveys to measure employee interest and satisfaction with these offerings.
• Manager Feedback: Regular check-ins between managers and their teams are crucial. These discussions should explore if additional training is needed, how employees are applying new skills, and what learning methods resonate best.
• Adapting and Evolving: Based on manager feedback and employee engagement surveys, adjust individual development plans and communicate broader trends to leadership. This allows for continuous improvement of the company-wide development strategy.

Remember, the impact of development may not be immediate, but a well-designed program cultivates a skilled, engaged, and future-proof workforce, ultimately driving long-term success.

 

Implementing Your Employee Development Plan

Successfully implementing an employee development plan requires a thoughtful and structured approach. Start by setting clear goals and objectives that align with your organization’s business goals. Next, assess the unique development needs of individual employees and create personalized plans that address their specific strengths and areas for growth.

To ensure ongoing progress, establish a system to track progress and provide regular feedback. This might include scheduled check-ins, performance reviews, or digital tracking tools. Communicate the development plan clearly to all stakeholders, so everyone understands their role in supporting employee growth.

By aligning the employee development plan with business objectives and focusing on individual employees’ needs, organizations can boost employee engagement, increase employee retention, and drive meaningful business results.

Evaluating and Improving Employee Development Programs

Continuous evaluation and improvement are essential for ensuring that employee development programs remain effective and impactful.

Organizations should implement systems to measure the success of their development programs, using key metrics such as employee engagement, retention rates, and performance improvements. Regular surveys, feedback sessions, and progress reviews provide valuable insights into what’s working and where adjustments are needed.

Soliciting input from employees, managers, and other stakeholders helps identify skill gaps and areas for enhancement, allowing organizations to make data-driven decisions that strengthen their development programs.

By prioritizing ongoing evaluation and refinement, companies can ensure their employee development programs continue to meet the needs of both the business and its people, supporting sustained growth and organizational success.

 

Invest in Your Employees with Terryberry

Investing in your employees is a long-term commitment that takes many forms. In addition to employee development programs, a comprehensive approach should also include professional development programs, employee training, and career development opportunities. Building employee engagement at your company requires a well-rounded approach. And we’re here to help.

Terryberry’s comprehensive suite of solutions — like surveys, recognition tools, and feedback systems — supports your employee development at every turn.

• Surveys: Use real-time insights to set targeted goals that address the real needs of your team.
• Recognition: Celebrate your teams and leaders with meaningful feedback and social recognition.
• Rewards: Provide customizable rewards to recognize and appreciate your teams and leaders’ efforts.

Explore Terryberry’s solutions and take the first step toward boosting employee engagement at your company.