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How learning and development can improve workplace confidence

Learning and development brings growth

When your role requires specific training, for programmes needed to perform, specific tools or equipment or a particular sequence of tasks, your employer will ensure that you receive the training you need to perform.

But what happens when that basic training is complete, and you’re performing adequately…weeks tick by, months, even years – and you’re still doing the same things, in the same way – the whole office is filled with people quietly getting on with things, nobody is rocking the boat – but nobody is surging forward either.

We all know how important it is that the team can perform the tasks expected of them – but what more could you be achieving in your organisation, if you just invest a little more TLC in your workforce?

Studies show that companies who invest more in the learning and development of their team see a significantly higher profit margin, an increase of a whopping 24%, and income per employee – which increases by up to a massive 218% – when compared with those who invest nothing in L&D.

What is it about this investment which is seeing such huge returns, and such significant impact on performance?

Show they are valued

Here at ASK we know that it’s far more than simply learning how to perform a task or use a CRM; training and development shouldn’t be limited to specific programmes or equipment. Leaders should be developing the personal and professional skills of their workforce, investing in their growth and confidence, supporting their team to grow within the organisation. Communication skills, professional skills, personal development – all of these can help your employees to feel appreciated, confident and capable – and the pride from knowing you feel they are worth investing in in this way manifests in an equal commitment from them.

Far more than the practical applications of training and development – the specific growth in the particular area of learning – investment in your team means showing that you value them, that their well-being and job satisfaction matter to you, that the leaders of your organisation recognise their achievements and commitment – and committing to your team allows them to give you the same.

This commitment means that people are more likely to remain in your organisation – saving you the cost and time of high turnover of people and basic training – it means that they are more likely to perform well, feeling confident and passionate, energised and enthused about their work. Happy people perform better – and this shows in every part of your organisation.

Why risk the impact of letting people tick along, or drift through their professional lives? Keep your people happy – and show them they’re worth investing in; reap the rewards of confident, committed employees.

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