Professional development for employees: Benefits, tips, and strategies
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reading time: ca. 5 minutes
- Professional development is worth it: those who regularly expand their knowledge improve their own career opportunities and tend to be happier in their jobs. Companies benefit from a higher level of employee loyalty and productivity.
- Sometimes there is a lack of time, budget, motivation, or security. There are solutions for this, such as flexible learning formats, funding programmes, clear goals, or external support.
- A strong learning culture in the company makes professional development easier for everyone. Strategic and long-term planning is needed to properly integrate training into the corporate culture. Additionally, employees must be involved and managers should be trained. Visible successes and feedback sessions help to ensure that the learning culture is a success.
Digitalisation, a shortage of skilled workers, and the rapid changes in the world of work – it's no secret that you have to stay sharp if you want to compete in today's job market. A vocational qualification or a degree is no longer enough for a whole career. Instead, one concept is becoming increasingly important: lifelong learning.
Well-trained and motivated employees are the essence of any company. A good training and development concept benefits both employees and employers. Employees who receive regular training expand their knowledge and skills, are proven to be more satisfied with their jobs, and on top of that deliver better results.
Employees constantly have to adapt to new tools and requirements. At the same time, companies are desperately looking for qualified specialists. Professional development is key – for employees to stay up to date and for companies to prepare for the future.
However, it is no longer just about traditional face-to-face seminars. Micro-learning, e-learning, customised learning paths, or learning on the job: today's opportunities are more flexible, digital, and practical than ever before.
What exactly is professional development?
Professional development includes all learning opportunities that help you to get better at your job or develop new skills. This could be an online course, a workshop, language training, or a part-time degree programme parallel to your job, for example.
The goal is always to expand your own knowledge, acquire new skills, or prepare yourself specifically for new tasks – whether within your current job or for the next step in your career.
Internal training is carried out by the company itself, for example to teach knowledge about operational processes.
External training brings new knowledge into the company. This can be specialist expertise, technical skills, or soft skills. With the help of e-learning technologies, seminars are even possible independent of time and place.
Why professional development pays off
Expanding your own knowledge is always a good idea. It not only expands your horizons but also increases your own value in the company and on the labour market.
Through regular training, you can acquire exactly the hard skills and soft skills that are currently needed. At the same time, you have the opportunity to learn about new topics and trends, such as artificial intelligence (AI), sustainability or new work.
Professional development is a win-win situation for both sides. The whole company benefits from the know-how gained. Employees can pass on their newly acquired knowledge internally and bring new ideas into the company.
For young people in particular, a good training and development concept is a key consideration when looking for a job. More and more junior staff are looking for good development opportunities and individual support when choosing an employer.
Common challenges – and how to solve them
In practice, there are often hurdles that slow down both companies and employees.
These are the typical obstacles to professional development:
- Lack of time: In the hustle and bustle of everyday working life, training often falls by the wayside.
- Low budget: Sometimes there is not enough money to make training possible.
- Little motivation: Willingness to learn may also be lacking. Not all employees are enthusiastic about training straight away.
- Uncertainty: Training can be overwhelming. This can be the case, for example, if employees are unsure which course topic makes sense or what is expected of them.
How to create a learning culture in your company – in 5 steps
A strong learning culture does not emerge overnight, but in the long term and with a clear plan.
The impetus for a good learning culture can come from both the employer and the employees. It makes sense for the company to firmly integrate professional development as a long-term process, but at the same time implement the ideas and wishes of the employees. After all, the same training courses do not make sense for every team member. Instead of a standard plan, it should be examined individually who can and wants to develop in which areas.
This is how to establish a sustainable learning culture step by step:
1. Plan professional development strategically
Training should not be a spontaneous decision, but part of the corporate strategy. What skills will be needed in 2, 5, or 10 years? How does professional development contribute to the company's goals? These are the questions that help to organise training in a targeted and future-oriented way.
2. Involve employees
Those who participate in deciding what and how they learn are automatically more motivated. Employees should be regularly asked about their interests and goals, for example in feedback sessions or team meetings.
3. Train managers
Managers have a key role to play. They must not only promote professional development but also set an example. They should therefore be trained in how to develop and support learning objectives together with the team.
4. Make success visible
Learning is worthwhile and should be recognised. Learning successes are made visible and rewarded through certificates, presentations in the team, or new areas of responsibility. Celebrating achievements together inspires the whole team.
5. Integrate feedback
After the training, it makes sense to review the learning objectives and results. How helpful was the training, what could be better, and what was missing? Constructive feedback helps to develop and optimise the learning culture.
