20 Unique Ideas for a More Engaging Employee Development Plan

Ever since the pandemic, work culture around the world has evolved drastically. Employees are now clearer of their expectations and growth trajectory. In fact, 70% of employees would be somewhat likely to leave their current job to work for an organization known for investing in employee development and learning.  

Modern day organizations that don't provide opportunities for future growth and development are headed towards dire consequences. These organizations are likely to stagnate and lose out to its competitors. The emphasis should be on offering workers improved training possibilities through job-role hopping, training programs and other learning opportunities that empower well-rounded growth.

But to navigate all these an employee development plan is sorely needed. Here’s what you need to get started.

Why is an employee development plan necessary?

Plans for employee development have long been a crucial component of the workplace. For an organization to expand, a development strategy emphasizing both business and employee development goals is essential.

The global skills shortage is real and certainly no secret. During the pandemic, everyone was scrambling to adapt to the new reality of remote work, as a result of which many activities like employee development have been put on the back burner. This has widened the skill gap between experienced workers and new starters.

The large majority of companies worldwide (87%) are aware that they either already have a skills gap or will have one within a few years, according to McKinsey & Company.

Therefore, creating an employee development plan has become essential to bridge the skill gap.

There are many ways to go about creating a good employee development plan. However, the key to an effective development plan is the ability it has to engage your employees at every stage.

20 ideas for a more engaging employee development plan

Making an employee development plan has never been easier. Every resource, including different ready-made templates, is easily available. Creating an engaging and effective plan now is an entirely different matter.

It requires time and patience to come up with a development plan that fits the requirements of your organization perfectly. Here are a few ideas that can help HR come up with a more engaging plan fitting your organization.

1. Open house is not just for real estate

Open house is scheduled so that a potential buyer can view the home before buying. Similarly, if job seekers are given a chance to ‘view’ the workplace, they’ll get a better understanding of what the job entails and if it’s the right fit for them.

An open house is a great way for job seekers to learn about your company and meet you in person. This way, they can clearly understand what it would be like to work for you.

2. Let employees express what they want and need

If you’re serious about improving your employees, who better to ask than the employees themselves? Holding regular meetings with employees will help them express their needs and identify any issues they are having.

You can get feedback from the onboarding and training stages to get a fresher perspective.

3. Create opportunities to engage personally

Post-pandemic, most companies have had to adjust to a hybrid work culture, which minimizes personal interaction. Not interacting with most of your colleagues has become the norm, unless you have to work with them directly. The isolated nature of hybrid work has had a huge effect on the engagement of employees.

Invite your hybrid workers once in a while. Let them feel that they’re an integral part of the organization. Letting everyone interact and exchange their experiences will create a more cohesive work environment.

4. Allow the employees to give back

People want to be able to contribute to their job and the community, not just earn a paycheck. Companies could look into more involved CSR programs that allow employees to be directly involved.

Don’t stick to the prescribed norms. Let your employees come up with their ideas for giving back.

5. Training schedules

Once you start working, setting aside time for other activities becomes very difficult. The company needs employees to have skills that can improve through learning opportunities. This is necessary for the company's long-term goals. Why not set aside time specifically for professional development?

You should allow time for employees to complete training schedules focusing on skill development. Take time to develop an action plan that touches on all the required skill sets.

This allows your employees to focus on their work without worrying about having enough time to developing their skills.

6. Leadership programs are the way to go

An organization can’t function smoothly without good leaders. A leadership development program can help staff members learn new skills and improve their ability to lead projects. Activities like job rotation, job shadowing and project leadership can all be part of the program.

Not only will these programs keep the employees engaged, but they will also help in future-proofing the organization's leadership needs.

7. Knowledge sharing programs

Every individual has their own set of knowledge and skills. Sharing individual skills via workshops or even one-on-one guidance  helps in team building. It develops better interpersonal relationships around your organization.

8. Reach out to previous employees

Who will know the shortcomings of your organization better than a previous employee? Reach out to the employees who have left on good terms to figure out why they went. Was it the pay rise or better opportunities?

Engaging with former employees can help you identify shortcomings in your organization and may help you get your star employee back. It will also help enhance employee retention in your organization.

9. Pay for tuition

Having driven employees eager to acquire new skills is the best way to reach your business goals. The only roadblock to this is often the cost involved in acquiring said skills. Hence organizations that offer to cover tuition costs become very attractive options for employees.

Paying for an employee's tuition, either fully or partially, not only helps the career development plans of the individual employee but also enhances the desired skill pool of the organization.

10. Rewards and recognition

Rewards and recognition are the best ways to keep an employee motivated. If an employee accomplishes the set target or finishes a training program, be sure to show appreciation for their achievements. This fosters motivation and gives rise to the spirit of friendly competition.

11. Gaming to learn?

Many learning opportunities are available through eLearning.. However, a high percentage of participants don’t complete the training. This can be due to several factors, like insufficient time or the program not being interesting enough.

Gamifying the same material will, however, boost both engagement and completion rates. The element of competitiveness keeps the employees engaged and motivated, thus leading to a higher completion rate. The gamifying of learning material also serves as a very good virtual employee engagement platform.

12. Video and virtual stimulation

A study in psychology has found that video is processed and retained up to 60,000 times faster than text. Using video and virtual simulations to educate staff is widely recognized as an effective and engaging way to learn.

Interactive videos with other learning resources are more likely to retain employee interest than lectures or documentaries. Quizzes and games at the end of each learning session also make for a more engaging experience.

13. Mobile friendly learning resources

In today's world, people like having everything at their fingertips, especially regarding information.

Mobile-friendly learning resources are easier to access and make use of. It helps to provide training and appeals to those with busy schedules - making learning and growth opportunities more accessible.

14. Popularize lunch and learn sessions

Over the last decade, there have been various developments in professional development plans. Lunch and learn is by far one of the most popular developments in the area of training and development.

Lunch and learn sessions are short and based around lunchtime. A team member or senior employee gives a training seminar while others can have lunch and participate. This training is also open to external experts in various fields.

15. Mentoring programs

Mentoring programs are beneficial as they help new hires understand the organization and improve their leadership and communication skills. Such programs allow mentees to benefit from the experiences of their mentors.

Mentoring programs are not limited to just within the department. Members of different departments can also participate and mentor each other. Learning about your organization's work can help employees develop new knowledge and skills to improve their performance.

16. Peer-to-peer learning opportunities

Peer-to-peer learning helps employees learn new skills or knowledge from their colleagues rather than their managers or supervisors. This fosters teamwork and collaboration in the workplace. And, since they’re communicating with someone on the same position or hierarchical level, the information transfer is more relatable and less intimidating, improving the likelihood of knowledge retention.

17. Job rotation

Just because an employee has joined in a specific role doesn’t mean they have to remain there. Broaden your employees' skill sets by giving them different jobs and preparing them for more responsibility.

18. Job crafting

Empowering employees to redesign their jobs helps them to grow and adapt to changing demands. Creating specific positions allows employees to use most of their skill sets, keeping them engaged.

19. Encourage external training

Employee development isn't limited to just courses and classes. External training can be a great way for employees to grow and develop professionally.

This can include joining professional organizations specific to your company's industry or employees' occupations. They will have an opportunity to meet and create relationships with like-minded professionals and learn new skills while staying on top of new developments in their field. It can serve as a clever way for your employees to network and help your company's outreach efforts.

Endorsing business networking is also another way that external training comes in handy. Employees will meet other professionals in the local area, which can help them build relationships with potential customers, suppliers or employees.

20. Customized employee development plan template

A customized development plan template for each position can help in detailed succession planning. This template can help you remember an employee's career goals and the skills they'll need to acquire to reach those goals.