In nowadays ultra-competitive recruitment environment, businesses are seeking solutions for attracting and retaining talent. Learning and Development (L&D) continues to be one of the most important factors the employee takes into consideration when evaluating a job.
Gallup's latest report, , reveals that 59% of millennials say opportunities to learn and grow are extremely important to them when applying for a job. Companies should regard this as an opportunity. Rather than telling employees what to do, organizations need to teach employees how to think. This will lead to having proactive teams with problem-solving skills.
What is Learning and Development?
Learning and development aims to improve group and individual performance by increasing and improving skills and knowledge. Learning and development, often called training and development, focuses on employee growth and future performance, which is designed to align with the organisation’s overall vision and goals.
Why is L&D important for startups?
reveals that in 2019 the number one focus for talent developers is to identify, assess, and close skills gaps with the help of digital transformation. There are many benefits to adding a technology-enabled learning and development program to any organization, including:
How can startups implement and benefit from L&D?
According to 2019 L&D trends presented in , budgets continue to shift from instructor-led training (ILT) to online learning solutions such as LinkedIn Learning. While online learning will never fully replace in-person training, it’s important to enable modern learners to upskill when and where they need to. Compared to three years ago, 59% of talent developers spend more of their budget on online learning and 39% spend less on instructor-led training.
In the age of increased automation and smart tools which can perform job-related tasks, soft skills have become the center of attention. We live in a digital world now, and everyone owns a mobile device where information and education can take place on demand. Therefore, it’s essential for startups to use these simple, cost-effective L&D resources.
This year’s data shows that talent developers believe that closing skills gaps is the best way to demonstrate the value of learning programs. Encourage your employees to identify the skills they are missing or want to improve. Explore learning platforms that are mobile friendly so that employees can learn on-the-go. Solutions such as LinkedIn Learning, Udemy, Udacity or Coursera offer a wide range of online courses which cover different industries, while others focus on a specific sector. Take Codecademy, for example – this interactive platform offers free coding classes in 12 different programming languages.
2. Stretch assignments
Helping employees learn by offering access to online platforms is not enough. Your company needs to contribute to their growth. Employees should be empowered by trusting them with tasks that are beyond their current knowledge or skills level. A stretch assignment will take the employee out of his comfort zone or regular routine, thus meeting new mental challenges, increasing their knowledge, skills, and abilities. Think of stretch assignments as a playground for your employees to use in order to apply the theory they have learned. Startups will always benefit from attracting and retaining people who want to push their limits and get out of their comfort zone.
3. Rotational projects
Rotational programs can be just as effective in smaller organizations or startups as in large companies. These programs have the same positive impact on the employees who participate. The way it works is simple. People get the opportunity to do others’ activities, thus offering them the chance to gain a broader understanding of how each team operates. It also provides insight into how different team members depend on and interact with each other. Getting this kind of exposure to other skills and jobs leads to a deeper understanding of how different departments should be aligned.
Make learning a priority
According to , employees who spend over five hours per week learning are more likely to know where they want to go in their careers, find greater purpose, and feel less stressed. Since it is not easy for employees to find time for learning, companies should take steps to encourage this behaviour. By combining L&D strategies that meet the learning styles of every generation and making them a priority, the business, along with every employee, can grow.