At Expression for Growth, we understand the pressing challenge UK leaders face with their organisation’s skills gap and the immense pressure on HR to fill it. The World Economic Forum has highlighted that by 2025, 50% of all employees will need reskilling, underscoring the critical importance of learning and development (L&D) initiatives.
An ‘employee-first’ approach to skill-building not only enhances inclusion and fosters a sense of community but also drives organisational growth. However, many organisations still rely on a top-down approach to skill-building.
To truly address the skills gap, organisations must rethink their approach, placing their employees’ needs at the heart of their strategy.
We understand the importance of taking a fresh look at your L&D strategy. Leaders often focus on developing customised training programmes tailored to the specific needs and goals of their organisation. Assessing skill gaps, identifying areas where skills are lacking within each department, and training certain employees to fill those gaps.
While this method may address immediate problems, it fails to foster a sustainable culture of continuous learning.
Importance of Culture
A culture of continuous learning gives leaders more opportunity to recognise the immense value of company-wide skill building. This not only enhances the employee experience but also creates a thriving workplace culture that naturally attracts, develops, and retains top talent.
Let’s move beyond quick fixes and build a dynamic learning environment where every team member has the opportunity to grow and excel.
Fostering a continuous learning culture requires a people-centric approach where leaders must demonstrate that they have their employees’ best interests at heart. Creating an environment where skill building benefits both the individual and the organisation.
An ‘employee first’ approach to skill building enhances inclusion, fosters a sense of community, and drives organisational growth. Research shows that when organisations design learning opportunities with employees in mind, engagement increases by 341% and burnout decreases by 77%.
Employees who are satisfied with their organisation’s L&D efforts are nearly five times more likely to excel in their roles.
Achieving an inclusive people-centric approach
To achieve people-centric skill building, start by asking employees what they want to learn and which skills they are eager to develop. Avoid limiting them to a narrow selection of ‘organisation-approved’ L&D options. Some employees may wish to acquire new skills to advance their careers, while others might find joy in learning skills that support their hobbies and wider interests.
Promoting a diverse range of skills and courses, whether work-related or not, shows employees that the organisation values them as individuals. This approach supports their personal growth, wellbeing, and sense of fulfilment, not just the bottom line.
A people-centric approach to skill building only works if it is inclusive. It’s essential to provide every employee with the opportunity to grow and develop, rather than limiting these chances to a select few. When organisations offer equal opportunities for development, employees are more likely to thrive, produce great work, feel included, and enjoy a strong sense of community.
Inclusive skill building also boosts retention, as employees are more inclined to stay with organisations that support their professional and personal growth.
Empowering Skill Building at Work
Encouraging employees to undertake training is essential, but it's equally important to allocate time during working hours for skill development. Without this, efforts in L&D can seem insincere, damaging trust and engagement. When employees are given time at work to train, they’re four times more likely to participate and five times more likely to feel a strong sense of community. Offering flexible learning options supports a neurodiverse workforce, ensuring everyone can benefit.
Recognition is key to impactful L&D. Employees who receive meaningful recognition during and after training are four times more likely to feel satisfied. This goes beyond certificates and team shout-outs; it involves ongoing recognition from leaders and peers, ensuring efforts are acknowledged and celebrated. Innovative organisations understand the importance of a people-centric approach, providing skill-building opportunities that allow employees to explore interests and achieve career and personal growth aspirations.
Ready to transform your organisation’s learning culture? Get started today, get in touch to book a no-obligation call with our experts.