Eighty-two percent of employees are looking for new job options. 1 One of the causes for this is a dearth of growth chances. 2 Employee development is important not just for meeting your company’s skill requirements, but it may also help you retain staff and increase productivity. In fact, 94% of employees would stay at a firm longer if it invested in their professional development. 3
Recognizing that no person enters your organisation as a fully developed employee is the first step toward understanding their growth requirements. In reality, when your company’s demands change as a result of digital transformation, it’s unreasonable to believe that any new employee would be fully equipped to meet those needs. 4 The good news is that 68% of employees like to learn at work, offering employers a fantastic chance to promote staff development. 5
Areas for developing soft skills
One thing is apparent in our more robotic future: employee soft skill development is critical. A robot may be able to perform, but it cannot lead.
Training soft skills — an employee’s style of thinking and behaviour – is the top focus of talent developers, CEOs, and people managers, according to LinkedIn’s “2018 Workplace Learning Report.”
6 Soft skills enable an individual to be prepared for practically any functional demand, whether current or future. 7
Areas for hard skill development
Hard skills – specialised talents that are typically directly related to an employee’s unique work – are functional by nature, and you’re more likely to hire for them. However, the nature of digital means that even the most skilled personnel will need to be regularly trained in these areas. Short, sprint-style workshops and courses are the most effective technique. Employees are more likely to accept and remember shorter, sharper bursts of information – and to stay as up to date as feasible in terms of content. 25
For good cause, the term “digital transformation” has become a buzzword in the corporate world. The largest technical drivers of change in the workplace are mobile internet and cloud technology, followed by advancements in processing power and big data, new technologies, and the Internet of Things (IoT). 32
How can you figure out where your employees need to improve?
Consider your requirements from two angles:
- What are the areas in which an employee want to advance?
This is significant for a few of reasons. To begin, a person is on the job, confronting their own skill gaps and witnessing firsthand the innovation for which they must be upskilled. 38 Second, if an employee feels valued, they will be more inclined to stay with your company. 39 Using feedback, reviews, or surveys, demonstrate your commitment to staff development. The following are some more useful tools:40
Quarterly one-on-one evaluations and reviews
Internal surveys eliciting feedback from staff on potential development areas
Employee KPIs should include training and development.
Mentorship programmes are available.
Chase and Slack are task and time analysis tools that may be used to track performance and identify areas of weakness.
- What are your company’s requirements?
Examine your present workforce structure and job descriptions in light of your company’s demands. Use tools like these (below) to figure out what your company’s future aims and vision are, as well as where evolution and development are needed: 41
Questionnaires and reviews from clients or consumers
Business objectives over the next two to five years, aligned against present corporate organograms and job descriptions
Operational capability charts to show present skills vs areas where departments and teams as a whole need to improve.
Investing in the development requirements of workers is in practically every company’s best interests, not least because it drives a firm to constantly explore where and how it should innovate and expand. A company’s biggest problem or greatest asset might be its employees. Investing in the correct areas of staff development might help a company achieve the latter.