Folklore

Strategies for productivity, engagement, and retention

Learning and development (L&D) are essential for employees as they enhance skills, increase job satisfaction, and support career growth.

‍Continuous learning improves productivity, adaptability, and innovation, helping employees stay relevant in a changing work environment. It also fosters engagement and retention, as employees feel valued and see opportunities for advancement. Additionally, L&D aligns individual growth with business goals, driving overall company success.

Recognising that development takes various forms, this guide explores multiple strategies and touchpoints to support continuous growth, enhance engagement, and strengthen employee retention.

L&D can come in many forms including:

One-on-one meetings: where managers and individual employees discuss work, personal and developmental progress
Performance development programs: regular performance evaluations and continuous feedback sessions to identify strengths, areas for growth, and set development goals
On the job training: learning through practical, hands-on tasks
E-Learning: online courses, webinars, and virtual workshops
Instructor led training: often involving lectures, discussions, and group activities
Coaching and mentoring: personalised guidance from experienced colleagues or managers for skill and career development
Peer learning: employees learn from each other through knowledge-sharing, collaborative problem-solving, and informal discussions, such as lunch and learns
Leadership development programs: structured programs to enhance leadership skills, including decision-making
Formal education and certification: support higher education or certifications to deepen expertise
Conferences/industry events: attending industry events to stay updated on trends, network, and learn from experts
Onboarding: critical development of a new employee into the company and their role.

We are now going to dig into a couple of these in detail

One-on-one meetings

These may seem trivial but they are not. 1:1 meetings are essential touchpoints for fostering a culture of feedback, supporting ongoing development and managing any performance concerns. These sessions provide opportunities to address role-specific challenges, remove obstacles, and reinforce developmental areas identified in formal development programs.

Best practices for effective 1:1 meetings:

Hold meetings weekly or at least biweekly, ensuring time is allocated for role-related discussions, problem-solving, and personal development
Implement a standardised 1:1 template across the organisation, including an agenda, discussion points on individual growth, two-way feedback, and development opportunities
Employees should take ownership of their 1:1 agenda, with space for managers to contribute notes
Clearly define and document action items in each session to drive accountability and progress
Address any performance issues or concerns on the go in 1:1s.

Formal performance development program

Also referred to as performance reviews, performance appraisals, or performance development programs, this structured process provides a consistent opportunity (quarterly or biannually) for employees and managers to assess performance in both role-specific and values-based areas. Designing a development program that aligns with your company’s needs is essential.

Below are key components to consider:

Self review: Employees reflect on their performance, achievements, and areas for improvement, considering both role-specific and company values
Peer reviews: Employees gain feedback from 1-2 peers, with manager discretion on peer selection to ensure relevant and constructive insights
Manager review: Managers evaluate employee performance using the same criteria as the self-review, providing a comprehensive assessment
Review discussion: A follow-up meeting between employee and manager to discuss feedback, set goals, and establish a development plan for the next review period
360-degree feedback: Encouraging employees to provide written and verbal feedback to their managers fosters a well-rounded, transparent feedback culture
If you have a HR platform, this may have functionality and templates for performance reviews, however if not, here is an example performance review as a starting point. ‍

Performance improvement plan (PIP)

For further details on Performance Improvement Plans (PIPs) and a template to guide you through the process, please refer to the Performance Improvement Plan Template.

Onboarding

For further details on onboarding (and offboarding), please refer to the Onboarding and Offboarding Explainer.

‍Other learning and development opportunities

Have an external L&D budget for employees to upskill. Ensure expectations are set and discussed upfront regarding hours at work spent on external L&D
Look at implementing a L&D platform or program for soft or technical skills, or both.

‍ Resources

This resource, and any guidance within it, must not be relied on as legal advice. We recommend that you seek specific advice to deliver an outcome best suited to your situation.