If a company is willing to invest in improving their skills, employees feel more vested in their own and the company’s future. They are able to visualize a path forward through the opportunity for career development.
But the learning must be relevant and transferred back into the workplace.
- Employee Relevance: Training is of no value to the employee if s/he cannot apply the improved skills on the job.
- Leadership Relevance: Training is of no value to the leaders of the participants if it does not increase performance, engagement, or retention.
- Company Relevance: Training is of no value to the company if the training has no measurable impact on business results.
For learning to “work,” it must be carefully managed and transfer back to the job. As a manager, first be certain that the new skills are needed. Next ensure that the skills are translated into actual performance on the job. And, finally, be ready to prove that improved performance shows up in tangible business results.
