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People are our greatest asset. But are they prepared to take our organizations to the next level? The McKinsey Global Survey showed that leaders might not think so. The survey showed that 9/10 “executives and managers say their organizations either face skill gaps already or expect gaps to develop within the next five years.”
This is a big problem for organizations that want to avoid technological disruption or be pioneers in their industries. The prevailing sentiment is that employees need to continue growing just to keep up with the rapidly changing business landscape. But to thrive, we need to do even more as people leaders and human resources managers.
We need to rethink how we develop our people.
What is people development?
People development is the process by which human resource departments equip employees with the skills, knowledge, and attitudes they need to reach business goals. People development is often used interchangeably with employee development which is about helping employees advance up in the organization. In contrast, people development is more so about closing skills gaps in the organization.
But what is people development in practice?
People development is a holistic approach that encompasses four key areas:
- Employee onboarding – equipping your new hires with the necessary tools and resources to help them seamlessly acclimate to their role, the company’s philosophies, and what the company has to offer – and making them feel like a team member.
- Training and development – investing in ensuring your employees acquire new skills, sharpen existing ones, perform better, increase productivity, and ultimately become better leaders.
- Effective performance management – dedicating time regularly to provide an avenue for both the employer and the employee to exchange feedback, gain insights, and make employees feel highly valued by voicing their thoughts.
- Career progression – mapping a structured plan for opportunities such as advancement and succession for employees within the organization.
Interestingly, the University of Cambridge’s Human Resource Office developed a Behavioural Attributes Framework that identifies four different levels of people development. The levels are summarized as follows:
- Level A: A leader creates an environment where employees are motivated to achieve the organization’s goals and their own personal development goals. They also continually look for ways to improve the organization’s performance through its people.
- Level B: A leader who encourages employees to pursue learning opportunities and invests time in helping them close skill gaps. They also give clear direction and guidance to help employees grow.
- Level C: A leader who doesn’t take an active role in people development but encourages employees to pursue learning opportunities they’re passionate about.
- Level D: The leader takes ownership of their own performance and is willing to help others if the opportunity presents itself.
Obviously, we want our leaders, managers, and influential employees to be somewhere between levels A and B.
Why is people development important to employee development?
There are several key reasons why your HR department needs to understand people development and how it relates to employee development. Some of the advantages of employee development include:
Boost productivity
Demonstrating to employees that you care about their growth and development will boost their morale and willingness to work harder for your company. And better productivity means more revenue for your business. According to recent statistics on productivity in the workplace, employees who find satisfaction in their jobs show a 20% increase in productivity over those that don’t, which leads to those productive companies boasting 30 - 50 percent higher margins than their less-productive counterparts.
Attract top talent
Job seekers are searching for a company where they can develop their skills. Research by Gallup found that 59 percent of Millennials want to work for an organization that offers development opportunities. If your business builds a reputation for people development, more candidates will want to work for you.
Reduce turnover
For the past decade, career development has been one of the top reasons that employees leave organizations. By investing in opportunities for your employees to develop their skills, you can save your company a lot of money, time, and hassle by reducing the turnover rate. When you consider that companies lose approximately 4,700 dollars – the cost of fully onboarding a new employee and getting them up to speed – every time they lose a worker, people development becomes more critical than ever.
Foster diversity, equity, and inclusion (DEI)
With 75% of potential new hires seeking to work for diverse and inclusive companies, the importance of DEI in the workplace cannot be understated. When a company has incorporated DEI practices into its culture, it leads to greater innovation and improved financial performance. Studies have even found that diverse companies enjoy cash flows nearly three times higher per employee than non-diverse businesses.
Build workplace relationships
Building strong workplace relationships is essential for people development and employee engagement. According to the Gallup organization, having a best friend at work can result in a seven-fold increase in job satisfaction and productivity. But it doesn't have to be all or nothing – even having one good colleague with whom you share a connection will help you stay motivated and engaged in your work. These results remain true even for companies with a remote or distributed workforce.
Cultivate a learning culture
An effective people development manager would focus on initiatives that don’t just enroll employees in courses but create a learning culture. By integrating people development into its core, your company can foster a culture where learning is valued, encouraged, and rewarded—creating a dynamic, growth-oriented workplace.
Drive future work readiness
In today’s rapidly changing workplace, future work readiness is a crucial consideration when thinking about employee skill development. As technology advances and new work models emerge, upskilling and reskilling the workforce through people development programs will drive both company agility and employee satisfaction.
How feedback can help highlight employee development gaps
To effectively understand and address employee development gaps, organizations need to prioritize gathering upward feedback. Here are some key strategies to accomplish this:
Implement anonymous surveys
Collect candid feedback through anonymous surveys given to your employees. Let them share about their development experiences and the challenges they face. This anonymity encourages honesty and provides a clearer picture of areas that need improvement.
Create feedback loops
Have systems in place that allow employees to regularly share their thoughts on the effectiveness of development programs and the support they receive. Continuous feedback helps ensure the effectiveness of your initiatives.
Derive actionable insights
Analyze the feedback you gather to generate data-driven insights. With the information you gain you can tailor development strategies, addressing specific gaps and aligning programs with your employees' actual needs.
HR departments should explore various development opportunities for employees; examples include mentorship programs, job shadowing events, and peer coaching initiatives.
To maximize the benefits of people development, consider implementing some employee development examples provided below. Understanding how to develop employees can increase the rate of participation and success. All of this leads to better outcomes for your employees and your organization.
10 examples of people development strategies
To help your company get started, here are eight development examples you can use.
1. Conducting a skills gap analysis
A skills gap analysis can help your company know what capabilities employees need to develop to be competitive for the future and changing face of business. To complete the analysis, your HR team will need to understand the skills that current employees have and compare those to the necessary knowledge and capability. It is a key step in developing the right training course to equip employees. Skill development examples can be identified through this process to ensure targeted improvement.
From there, you can conduct a training needs analysis to design targeted training programs that align with overall business goals. Skill development examples can be identified through this process to ensure targeted improvement.
2. Planning job shadowing events
Organizing impactful learning events for your staff can be a challenge. Using effective tools—like Together's Events feature—can help transform your learning events with ease. One such event is job shadowing.
Job shadowing is a type of observational, where an employee observes a more experienced professional as they perform their daily tasks in the workplace. It allows the observer, or “shadow,” to gain insights into the responsibilities, skills, and processes associated with a particular role or career path.
Job shadowing can help employees learn about different roles in the organization. This understanding helps them decide on a career path. It can also be beneficial for collaboration, as your employees will gain an understanding of how different company departments work and contribute to the overall goals of the business.
Additionally, job shadowing can be beneficial for collaboration, as your employees will gain insights into how different company departments work to achieve the overall goals of the business. This is an excellent development example that promotes cross-functional understanding and teamwork.
3. Starting a job rotation program
Similar to job shadowing, a job rotation is the strategic process where employees are periodically shifted between different roles within the same organization. Unlike job shadowing, a job rotation is more hands-on, enabling employees to acquire a diverse set of skills and knowledge by working in various roles, rather than simply observing. This cross-functional employee development strategy enhances their overall competence and adaptability.
4. Pairing employees for peer coaching
Peers are more likely to ask each other for advice or information than they would seek it from a manager. They’re more comfortable going to one another for help, and our people development strategies should reflect that. So, it makes sense to encourage peer coaching in your organization. By pairing employees together, you can help cultivate knowledge-sharing and build a learning culture in your workplace. Peer mentoring software can automatically pair employees based on custom criteria, enabling employee development through mutual support and collaboration.
5. Mentorship programs
Workplace mentoring programs are an incredible way to connect employees to accelerate their development, close skill gaps, and build a culture where employees are motivated to continue growing. It’s widely known that over 70% of Fortune 500 companies have internal employee mentorship programs.
The benefits of mentorship extend beyond just the employee receiving guidance from someone more senior than themselves. Organizations benefit too.
- Retention rates increase: employees are unlikely to leave when they have mentors who help them grow and open doors for their advancement.
- Productivity skyrockets: a mentor passes on critical know-how and experience. This propels employees forward as they learn from their mentor’s experiences, not just their own.
- Skill gaps close: L&D programs should be more than boring courses. Mentors make learning relevant and hold their mentees accountable for growing.
- Cultures become more inclusive: mentors make space for employees to have a voice. And that boosts visibility. Mentoring organizations have greater diversity, equity and inclusion.
Mentorship programs are essential examples of development opportunities that can help increase your employee growth and retention rates. These programs are crucial for developing people by providing guidance, support, and continuous improvement.
6. Upskilling or reskilling programs
Technology changes quickly, and staying on top of all the new products and developments can be challenging. By identifying the critical skills that your employees will need, you’ll be able to help them focus with upskilling or reskilling programs. Helping your employees learn new skills and develop capabilities can provide them with the confidence to take on new roles in your organization. These programs serve as excellent staff development examples and keep your employees ready to adapt to the latest industry trends.
7. Knowledge sharing activities
Create a culture that values knowledge-sharing by organizing activities to cultivate it. For example, your company intranet can help facilitate knowledge-sharing among employees. You can also plan specific training sessions where employees share what they know about a particular topic. This can also help employees develop their presentation skills.
8. Corporate training days
When there is something that your whole organization can benefit from learning, you can organize corporate training days. For example, sessions on how to be a more inclusive workplace or training on new software your company will be implementing.
9. Online learning courses
Providing options and opportunities for remote employees or those who want to work at their own pace can be included in people development. There are a number of ways to provide online training for employees, such as creating courses in-house or buying a subscription service for employees. These courses offer flexible growth and development examples that cater to diverse learning styles.
10. Implementing development programs software
Once you’ve got your employee development strategy locked-in, consider implementing development programs software to manage your programs all in one place. Development programs software can help you:
- Stay organized, deliver on-time, and create user-friendly programs with calendar functionality that lets you and your participants understand programs at a glance
- Address diverse learning styles by building all-in-one programs that blend learning formats
- Launch enterprise learning programs seamlessly with proven templates
- Automate administrative tasks, like inviting users, sending emails, assigning tasks, and triggering surveys
- Track completion, certificates earned, survey results, and feedback to help you iterate on programs
5 steps to create your employee development strategy
There are many factors you should consider when creating an effective people development strategy. Creating a customized employee strategic plan for your staff helps meet their unique needs and goals.
By focusing on key examples of development for employees, HR teams can design personalized training that benefits the staff and the business. Let’s unpack some steps to help you in the process.
1. Identify employee development goals
The first step in developing an effective people development strategy is to identify the goals that you would like your employees to reach. These can be short-term and long-term objectives, such as improved job performance or greater professional skills. Take time to consider what you’d like your employees to achieve, as well as how well their goals align with the organization's mission so that you can create a realistic plan for their growth.
2. Assess your employees' current skillsets
Once you have identified the goals you want your employees to reach, you must perform a skills gap analysis to determine how they can best achieve these goals. These assessments are a great way to assess the strengths and weaknesses of your employees, as well as any areas that need improvement. This will help you create a practical people development plan tailored specifically to their needs.
3. Create a plan of action
Now that you know what goals you’d like your people to reach and how they can best get there, it’s time to develop a plan of action that outlines how they should achieve those objectives. Consider things such as the necessary training or resources – like mentorship programs – needed for them to reach their goals. Remember to set clear, realistic deadlines for when specific objectives should be completed.
You will also need to determine if your people development programs will require synchronous or asynchronous (self-paced) learning, or a blend of both. Whereas synchronous learning enables real-time interaction, instant clarification, and collaboration in a live setting, self-paced learning allows learners to access and engage with course materials anytime and anywhere, providing increased flexibility and personalization. The learning style you choose will ultimately depend on the objectives of your program.
4. Implement the plan
Once you have created a plan of action, it’s time to implement it and ensure that your employees can reach their goals. Provide easily accessible training opportunities and materials – like pre-prepared templates – for employees to achieve their targets, and offer continuous support and guidance along the way if needed. It’s vital you follow through with every step of your action plan, or you risk losing your team's confidence. Development programs software can help automate this process, making it a seamless experience for both administrators and participants.
5. Monitor progress and adjust as necessary
Finally, keep track of your employee's progress throughout their development journey to ensure they are on a path toward achieving their goals. This should include both short, casual, weekly check-ins and longer formal sitdowns.
Regular one-on-one meetings between managers and employees play a crucial role in effectively tracking development goals. These meetings create a structured opportunity to review progress, address challenges, and adjust plans as necessary.
By integrating regular 1:1 meetings into your workflow, you ensure that both managers and employees are actively engaged in the development process, leading to more effective and efficient goal achievement.
The most important thing is to give employees your full attention so they feel comfortable enough to give clear, honest feedback. If any adjustments need to be made along the way, take the time to do so to ensure your people can reach their goals.
This feedback also enables continuous iteration and experimentation for administrators, ensuring your people development initiatives are dynamic, innovative, and aligned with the current needs of your workforce and business.
10 essential skill development examples
As you conduct skills gap analyses and begin to map out your staff development strategies, keep in mind that there are specific skills that are especially critical in today’s shifting landscape. Upskilling your workforce, rather than bringing in new talent, to fill those gaps is ultimately more cost-effective, since training existing employees is generally more affordable than the expenses of recruiting, onboarding, and training new hires. Current employees also already understand your company’s culture and processes, making it quicker to level-up their skills than integrating new talent.
Let’s dig into some skill development examples that will give your company a competitive edge.
1. Communication
Communicating with your team effectively is essential in today’s workplace. Good communication means listening, comprehending, and responding in a clear, concise, and meaningful way. Clear communication improves collaboration, enhances problem-solving, and strengthens relationships—ultimately building a more cohesive, productive, and resilient workforce.
According to SalesForce, nearly 90% of executives attribute business failures to ineffective communication and collaboration in the workplace, highlighting its importance.
2. Empathy
Showing empathy toward team members helps build trust and encourages collaboration within the group. Demonstrating an understanding of another person's feelings or perspectives helps foster a sense of inclusion and respect. It also helps create an environment where team members feel comfortable expressing their ideas and opinions, leading to innovative solutions. This approach is sometimes referred to as resonant leadership, which emphasizes emotional intelligence while building strong connections within a team.
Particularly in customer-facing positions, empathy helps staff connect with customers, addressing their needs effectively and boosting satisfaction.
3. Leadership
According to our latest survey of HR and L&D professionals, we found that developing leadership skills in their organizations was their #1 priority.
Effective leadership, after all, is essential to motivating teams, aligning team efforts to business goals, enabling strategic decision-making, and promoting a positive work culture—making it an essential skill for organizations who want to strengthen their overall performance and adaptability.
4. Mentoring
A mentor has expertise in the field and serves as a role model for others on the team. Mentors provide support, share experiences, offer advice, and serve as an example of professional excellence. Access to mentorship programs can be incredibly beneficial for those looking to develop their skills or transition into new organizational roles.
5. Team building
People development isn’t just about individual growth; it’s also about helping teams work together effectively. Team-building activities and initiatives can help foster collaboration, communication, trust, and respect among team members. Some examples of team-building activities are:
- Team-building retreats: Taking a few days off to build relationships and trust amongst team members can be a great way to get to know each other and work together more effectively.
- Problem-solving activities: Activities that focus on problem-solving can help teams learn to think through complex issues and come up with creative solutions.
- Social activities: Doing fun activities together can help teams bond and build trust.
6. Emotional intelligence
As our jobs become increasingly digital—HR Reporter found that 1 in 4 workers use ChatGPT at work—we cannot underestimate the power of employees’ emotional intelligence
Emotional intelligence (EI) involves understanding one’s own emotions and being aware of how others are feeling to manage interactions and relationships with colleagues better. Those who possess EI skills are often more successful in their careers due to their ability to build strong interpersonal connections with peers and leaders in the workplace.
7. Conflict resolution
People with strong conflict resolution skills can help resolve disputes between colleagues, mediate conversations, and help team members come to a consensus. Effective conflict resolution reduces tensions, prevents workplace disputes from escalating, and leads to better decision-making through open dialogue. By equipping employees with conflict resolution skills, organizations ensure smoother communication, more innovative problem-solving, and a more cohesive work culture.
8. Adaptability
The way we work has changed rapidly over the past number of years. Amidst shifting market trends, technological advancements, and new approaches to remote and hybrid work models, adaptability is a crucial skill that employees need in order to navigate change, stay resilient, and embrace new challenges. Employees with strong adaptability skills can think creatively, learn new skills faster, and collaborate effectively across diverse teams.
9. Digital literacy
Employees with a mastery of emerging technologies like AI, automation, and data analysis are a company’s key to unlocking a competitive edge in today’s digital world. As businesses rely more on digital tools, employees with strong digital literacy can better implement new technologies, drive innovation, and protect your organization from cybersecurity risks, making your company more agile and future-ready.
10. Critical thinking and problem-solving
Critical thinking and problem-solving are essential skills for your workforce as they enable employees to analyze situations, think independently, and make informed decisions. These skills help employees navigate complex challenges, find innovative solutions, and improve efficiency, which leads to better business outcomes. Developing critical thinking also fosters creativity and adaptability, allowing workers to anticipate potential issues and resolve them proactively. Ultimately, these skills drive innovation, reduce errors, and contribute to a more resilient, agile organization that can thrive in a fast-changing business environment.
Start your employee development strategy with Together
Focusing on people development holds a number of benefits for your organization. Conducting a skills gap analysis and building development programs to close those gaps boosts your organization’s competitive advantage, empowering employees to expand their leadership capabilities and adapt to industry changes. Each employee development strategy—from mentorship to job shadowing to upskilling programs—play a crucial role in fostering a culture of continuous learning.
Together’s development programs software helps organizations deliver world-class development programs for employees, like manager training, mentorship programs, new employee onboarding, and more. With tools like employee matching, task automation, and event & content hosting, Together complements your LMS, enabling you to plan and execute your organization’s people development strategy all in one place.
Find out more about how Together's platform can help by booking a 20 minute call.
