Insights & events

Many people's experience of Training and Development will be led by the efforts of their employer. If they work for a company keen on training their staff, employees will complete a myriad of programmes, largely at the suggestion or behest of their manager or HR department. If they work at a company where Training and Development is frequently an afterthought, their CVs may be considerably lighter on additional training.

From one perspective, this is totally understandable. Quality training, after all, takes a lot of time, and can require an amenable employer who is happy to let their staff drop their workloads to partake. If an employer doesn't prioritise training, it is not so surprising that many employees struggle to complete T&D efforts under their own steam.

But you could also argue that individual employees should be prepared to take charge of their own Training and Development journeys. It is ultimately in their interests – not least in their ability to do their own jobs, as well as adding lines of experience to their CV. As a result, identifying new training opportunities should be an individual priority of every employee. They should be making sure they are reading about their industry – online, in the trade press, wherever they can – and they should be honestly, critically asking themselves whether they still have the skills and experience to keep moving forward in their roles. When they identify a gap, they should be ready to bridge it with the acquisition of new knowledge and skills.

This doesn't mean they need to go it alone. Very often, employers are simply too busy to track these kinds of opportunities and skill gaps. A proactive employee, who has researched the market, identified training opportunities, and thought about why they should undertake it, will often find their employer is amenable to sponsoring them through the effort. It is a win-win for many businesses, as the employee will return with refreshed or advanced skills that can be instantly put into practice in their role.

Plus, the employee will be reengaged with the company at a more holistic level. They'll have seen their skills invested in, with the backing, support and belief of their managers. So not only will they be better able to contribute, there'll also be more likely to do so with dedication and drive.

For the employee, it is important they approach this effort professionally. They should think about the business case for why they should be undertaking particular training, and they should be ready to answer questions on how new skills will make them a more effective employee. Then, the employer should be ready to listen to these approaches. They should be prepared to utilize their training budgets