How employee development leads to superior performance

employee development leads

With the huge change driven by the pandemic and its effects that are still ongoing, organizational leaders have understandably been quite anxious about the consequential fallout. Headlines touted as the Freelance Revolution and the Great Resignation have hinted at the upheaval in organizations across the globe as employees have started to reassess exactly how and why they are going to work.

employee development leads

However, there has been a surprising silver lining for employers: Employees who have experienced disruption over the last two years are hungry to learn and develop. Employees now want to learn new skills that they can parlay into the new roles that provide them with more job security and prospect. This implies that there is a huge opportunity for firms that are willing to attract and retain their high-performing employees. Employees are now looking to expand their abilities and skills and to do it they are drawn to the organizations that invest more in employee development. 

Professional development has become a necessity in today’s organizations. Gen Z and Millenials particularly are seeking organizations that are focused on growth and hence are bidding adieu to the organizations that do not. It is no secret that employee development leads to enhanced competencies and skillset and can open doors for making possibilities for advancement for the ones who participate. However, the creation and execution of these agendas got to be thoughtful and intentional for the initiatives to be efficacious. 

What are employee development programs?

Employee development programs refer to the number of a broad suite of initiatives developed to develop the skill of the employees, enrich their existing capabilities and give them the abilities, talents, knowledge, or abilities needed to perform their job in a better manner and tackle the challenges faced by them. These programs can range from certifications, training, mentoring, coaching, seminars, on-the-job training, and more. Employee development takes place through different channels. The majority of it comes from on-the-job experiences and challenges, while the rest comes from other people, courses, and formal training. 

Now when it comes to what type of development program would be ideal for a particular organization, it is dependent on the organizational objectives. The ideal program would flow from each organization’s needs, mission, and strategic priorities. With that being said, it is found that the organizations that are focused on improving their employee performance and attracting top talents of the industry should be focused on establishing an organizational culture of learning. The greatest value lies in defining career development as boosting experience, expertise, and knowledge with professional growth as the cornerstone, versus a culture that is focused on promotion and emphasizes upward movement and job-title progression. 

As you plan out your employee development program, it is vital to ensure that you avoid some key aspects. For instance, you will not want to create a program that is abstract and disconnected from the day-to-day work of the employees as it will discourage them and result in disengagement. This will lead you to make a program that will make developing a burden. 

Why should you invest in employee development programs?

Following are the top reasons for you to invest in the employee development programs for your organization:

1. More skilled teams

The primary advantage of the employee development program is that it will enable you to strategically target the abilities and skills that your employees and teams require to perform their duties in a more effective manner. These programs are highly beneficial for the organizations that are willing to bolster their in-house talents and give more promotions from within. Employee development programs serve as the stepping stone for preparing the employees for the next stage of their careers. When an employee gets on board they only have a specific set of knowledge. When they develop and expand in their role, they are far more likely to gain more knowledge, but it doesn’t necessarily give them an insight into what they need to perform better. Therefore, by investing in your employees you pocket a return on their performance. 

2. Well-prepared workforce

A workforce that is more actively building their skills, especially than ones that are cross-training in other roles is not just enhancing their capabilities for performing in the current role but also helps to establish a more agile organization. Such an organization always tends to respond better to the dynamics of the industry. When more and more employees are able to gain benefits on a recurring basis, it leads to a multiplier effect across the entire organization and leads to superior performance in the organization. The organization also gets a more flexible and well-prepared workforce to attain the organizational objectives. Organizations that have such a workforce are more likely to gain an advantage over their competitors and achieve the goals when compared to the one that doesn’t invest in employee development programs. 

3. Reduced turnover and engaged employees

Motivated and engaged employees are an asset to the organization, but when you invest in development programs and learning opportunities, it gives the employees a great reason to stay in the organization. Providing management and leadership training for employees gives them a sense that their organization wants to assist them further in their career development and support their advancement in the organization. This encourages the employees to bring their best selves to the organization as they feel that their company and leaders are highly committed to their growth. Such programs lead to an increase in employee retention as their careers can be customized to meet their aspiration and influence their career path for their betterment. 

Employee development has become a crucial aspect for all organizations in today’s era. So, if you want to enhance your workforce and lead your organization to superior performance, contact us today. 

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Gaurav Sabharwal


Gaurav is the CEO of JOP (Joy of Performing), an OKR and high-performance enabling platform. With almost two decades of experience in building businesses, he knows what it takes to enable high performance within a team and engage them in the business. He supports organizations globally by becoming their growth partner and helping them build high-performing teams by tackling issues like lack of focus, unclear goals, unaligned teams, lack of funding, no continuous improvement framework, etc. He is a Certified OKR Coach and loves to share helpful resources and address common organizational challenges to help drive team performance. Read More

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