Training That Addresses Employee Development Challenges

I've talked to dozens of PX and L&D leaders who are struggling to up-level their managers. The deeper problem lies in this endless feedback loop👇 It's not fair (or accurate) to say "manager training never works." We have to ask WHY it isn't working. This is what we've heard from chatting with some of the brightest CPOs, L&D leaders, and HRBPs this year: 🏃♂️ "Managers are too busy." Great learning programs seem to always fight against time and bandwidth. While many companies say they prioritize learning, they're not always able to create environments where there's time for both driving outcomes and growth. 🤷♀️ "Content is hard to apply." When managers do attend a training, they often leave with more questions than answers. Many skills like feedback, expectation setting, and psychological safety aren't absorbed by reading but by doing. This can leave managers with the impression of wasted time or confusion. 🙊 Manager don't ask for help. When managers run into problems covered by the training, they don't always ask their bosses or HR for help. They may hope the issue blows over or that they're simply overreacting. (OR lots of managers go to HR, who don't have the bandwidth to properly support them!) 💥 Problems worsen, and more training is the solution! When trainings fail to stick and HR fails to catch problems in time, these issues blow out of proportion. A failure to give feedback may evolve into a performance improvement plan. HR is left to be clean-up crew, and told to do more trainings. It's a frustrating problem wheel, and it only builds on itself. The answer isn't more of the same training––PX leaders have to smash the wheel. 🛑 So how do you break this cycle? The answer is better manager development programs, that challenge each of the problems in the wheel. This might look like: 💡 Context-based learning in the flow of work 💡 Bite-sized, actionable learning modules 💡 Peer-based mentorship and discussions 💡 User-focused learning design and programs 💡 Executive-backed learning time and support 💡 Diverse avenues for manager support (not just HR!) 💡 Better data and analytics on what managers are struggling with Naming and breaking this cycle requires a lot of creativity and iteration. It's not enough to design the same modules for diverse populations of leaders, and that's why L&D leaders have one of the hardest jobs out there. But the effort is worth it. It's the difference between pouring L&D budget down the drain and growing managers into the leaders your organization needs. How have you noticed this cycle affecting your L&D programs? What cycle-breakers have you found? Let us know in the comments! #learning #learninganddevelopment #hr #management #training

Your people want to grow… But you’re not listening. Employees crave development, not just feedback. Leaders miss the bigger picture: ↳ Skill gaps and ambitions. Otherwise, employees feel: 1. Unheard 2. Undervalued 3. Stuck Without growth, engagement drops. Turnover soars… You need more than feedback. You need an actionable strategy. Here’s how: 1. Use Structured Frameworks. - Standardized templates reduce personal biases. - Blend metrics with narratives for actionable insights. - Structured feedback eliminates guesswork. 2. Focus On Future Goals. - Set SMART goals to make development clear. - Shift feedback from past to forward-looking progress. - Align team growth with your company’s goals. 3. Listen To Employees' Voices. - Surveys uncover ambitions often left unspoken. - Safe spaces allow employees to share openly. - Listening fosters trust and deeper engagement. 4. Bridge The Gap For Future Success. - Use benchmarks to prioritize critical skill gaps. - Compare current skills to those your future requires. - Prepare employees today for tomorrow’s challenges. 5. Empower Growth Ownership. - Prompts like “Where do I excel?” spark reflection. - Encourage employees to own development paths. - Regular discussions keep growth consistent and visible. 6. Collaborate On Development Goals. - Build trust with safe, judgment-free feedback spaces. - Visualise their goals, showing progress and alignment. - Collaboration ensures both clarity and accountability. When growth is intentional, businesses succeed. Focus on development now to avoid turnover later. Invest in your people to future-proof your business. Follow Jonathan Raynor. Reshare to help others.

𝗢𝘃𝗲𝗿𝗰𝗼𝗺𝗶𝗻𝗴 𝗖𝗼𝗺𝗺𝗼𝗻 𝗕𝗮𝗿𝗿𝗶𝗲𝗿𝘀 𝘁𝗼 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲 𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴 🚀 Are your employees struggling to engage in learning opportunities? If so, you're not alone. Many organizations face barriers that prevent their workforce from fully benefiting from training programs. Ignoring these issues can result in low participation rates and ineffective learning outcomes, ultimately impacting organizational growth and competitiveness. Here's how you can identify and tackle these common barriers to enhance your employees' learning experience: 📌 Time Constraints: Time is often the biggest hurdle. Employees are juggling multiple responsibilities, making it challenging to prioritize learning. Solution: Integrate microlearning modules into your training programs. These bite-sized lessons fit into busy schedules and can be accessed anytime, anywhere. Additionally, consider offering flexible learning schedules to accommodate different time zones and personal commitments. 📌 Lack of Motivation: Without clear incentives or understanding the benefits, employees may not feel motivated to engage in training. Solution: Communicate the value of learning by linking it to career advancement and personal growth. 📌 Accessibility Issues: Not all employees have equal access to learning resources, whether due to location, technology, or disabilities. Solution: Ensure your learning materials are accessible to everyone. Provide online training that can be accessed remotely and offer mobile-friendly options. Incorporate assistive technologies like screen readers and subtitles to accommodate employees with disabilities. 📌 Inadequate Support: Employees may lack the support they need to succeed in their learning endeavors. Solution: Establish a mentorship program where experienced employees can guide and support their peers. Create a collaborative learning environment with forums and discussion groups where employees can share knowledge and resources. 📌 Low Relevance: Training that doesn’t align with employees’ job roles or career goals can feel irrelevant and unengaging. Solution: Customize training programs to meet the specific needs of different roles within your organization. Conduct regular needs assessments to ensure the content is relevant and up-to-date. Allow employees to have a say in their learning paths by offering elective courses that align with their interests and career aspirations. Addressing these barriers requires a strategic approach, but the payoff is immense: higher engagement, better learning outcomes, and a more capable and motivated workforce. What strategies have you found effective in overcoming learning barriers? Share your insights in the COMMENTS below. ⬇️ #EmployeeDevelopment #LearningAndDevelopment #TrainingInnovation #WorkplaceLearning #LifelongLearning #ProfessionalGrowth