In a world where technology evolves daily and work can transform overnight, standing still is no longer an option. According to recent studies, organisations that prioritise learning and development (L&D) are 92% more likely to innovate and adapt successfully to change.
However, L&D isn’t just about staying competitive, it’s about empowering employees, boosting morale, and building a future-ready workforce. The question isn’t whether organisations can afford to invest in learning and development; it’s whether they can afford not to.
Why Learning and Development matters
The social sector is under constant change and needs to be agile to adapt to the latest developments in politics, sociological changes and technology, which can impact the way services are delivered and funded.
For this reason, it is vital for the survival of many organisations to have a skilled workforce that can adapt quickly. L&D can enhance functional and softer skills within your workforce to create greater agility. Furthermore, organisations that invest in their people’s development are more likely to have higher retention and engagement levels. A report by the Work Institute showed that the number 1 reason employees left their employer was due to an absence in Career Development (19.6%).
Why Invest in Learning and Development?
Investing in learning and development leads to a more capable and motivated workforce, which translates into improved organisational performance. Equipped with updated skills and fresh perspectives, your employees become more efficient and effective in their roles, driving productivity and innovation.
Continuous learning also fosters a culture of adaptability and resilience, critical traits for navigating the ever-evolving challenges of the social sector. As employees develop new skills and knowledge, they contribute to the organisation’s ability to remain agile and responsive in fulfilling its mission.
Some other benefits to your organisation could be:
- A positive employer brand – Job seekers appreciate employers who are likely to invest in their future
- Talent pipeline development – You can retain people who have internal experience, instead of recruiting externally for more
- Increased retention – People who feel invested in by their employer are more likely to stay with their employer for a longer time.
- Sector experts – Increasing the expertise within your team could result in your organisation becoming a sector expert
Benefits of Learning and Development
A strong L&D programme benefits everyone. Here is what it can mean for your employees and your organisation.
Benefits of Learning and Development for Employees
They experience personal growth in their professional skills which can enhance their ability within their current role and prepare them for future career development. Having the right skills at the right time can improve an employee’s confidence in their role, which can translate into enhanced service delivery, higher productivity and greater impact for your beneficiaries, local communities and society.
It can also support employee’s well-being, as the right skills for the job at hand should reduce stress and anxiety in the workplace, which in turn results in improved job satisfaction.
Benefits of Learning and Development for Employers
Employers benefit hugely from the right L&D programme as it boosts skills and abilities for the organisation, allowing the employer to be more agile and resilient in difficult times and enhance the ability to explore new services as well-equipped employees are likely to be more innovative, allowing the organisation to expand its operations.
From a Employer Value Proposition (EPV), an effective L&D programme can create greater reward for employees, it can also differentiate you as an “employer of choice” enhancing your ability to attract key talent.
Benefits in improved productivity and enhanced service delivery can have a clear impact on the bottom line for social sector employers, enhance your employer reputation and support business development.
Common barriers to Learning and Development.
The 3 most common barriers to learning and development are:
Time
The time barrier to learning and development is a common issue in the sector as many employees are often busy with a multitude of responsibilities, leaving very little time for development. However, leadership teams can work with employees to free time up in diaries. In most cases, opening up a dedicated hour per week can be enough to start an effective L&D program.
Cost
Limited budget is the 2nd common issue with many organisations in the sector facing budget squeezes due to reduced funding and grants. However, L&D does not have to cost a lot as there are some very cost effective options available.
- Free training, such as those offered by Roots HR can be accessed!
- Free platforms such as EdX provide dedicated learning programmes from prestige universities across the globe including Harvard and Oxford
- Peer-to-peer learning is where you utilise skills by existing staff and ask them to provide training to the staff. This is one of the most effective training methods you can provided.
Resistance to Change
Finally, resistance to change can impact L&D if employees do not want to learn new skills or where employees already believe they have the required skills. The resistance is often a culture issue and so employers should try and correct this. Leaders should show a willingness to develop their own skills and embed L&D within 1-2-1 and appraisals by using L&D objectives as outcomes. Finally, leadership should communicate clearly why they are asking staff to complete training.
How to Improve Learning and Development in the Workplace
Knowing the value of L&D is one thing, but knowing how to make it work in practice is another. The good news is that improving learning and development in your organisation does not require an overhaul of your entire people strategy. Small, intentional changes can make a significant difference.
Start With a Learning Needs Analysis
Before rolling out any training, take the time to understand where the gaps actually are. Talk to your managers, review appraisal feedback, and consider where service delivery or impact could be stronger. In the social sector, where resources are often stretched, a targeted approach will always be more effective and more cost-efficient than blanket training.
Embed Learning Into Your Organisational Culture
One training session a year rarely moves the needle. Embedding learning into your organisation means encouraging curiosity day-to-day, whether that is through team discussions, knowledge sharing in staff meetings, or carving out regular time for people to explore topics relevant to their role and your mission. When learning feels like a natural part of working life rather than an obligation, staff are far more likely to engage with it. Continuous L&D helps create a culture where employees feel valued.
Use Personal Development Plans Effectively
When employees have a clear development plan that is revisited regularly in one-to-ones and appraisals, learning becomes purposeful rather than passive. Personal development plans (PDPs) work best when they are built collaboratively, with both the individual’s career aspirations and the organisation’s objectives in mind. For charities and social sector organisations, aligning personal growth with your wider mission can be a powerful motivator for staff.
Diversify Your Learning Methods
People absorb information differently, and a one-size-fits-all approach rarely serves everyone well. A mix of formal training, on-the-job learning, mentoring, and self-directed study gives employees more ways to grow. Blended approaches combining in-person sessions with online learning or peer coaching can also help manage the time pressures that many social sector teams face.
Measure the Impact of Your L&D Activity
It is easy to track inputs, such as how many courses were completed, but harder and more valuable to track outcomes. Did skills actually improve? Has service delivery become more consistent? Are staff more confident in their roles? Building in simple ways to evaluate the impact of your L&D activity means you can refine your approach over time and make a stronger case for continued investment, which is particularly important when reporting to trustees or funders.
How to Support Learning and Development on a Budget
Even on a limited budget, supporting learning and development initiatives is achievable. Internal knowledge sharing, through lunchtime learning sessions or cross-functional projects, harnesses existing talent and promotes peer-to-peer learning. Online resources like Coursera or LinkedIn Learning offer cost-effective ways to access a wide range of courses and training materials. Additionally, participating in industry webinars and conferences, especially virtual events, provides valuable insights and networking opportunities without significant travel costs.
Some other cost-effective training:
- Udemy – 1000’s low-cost courses on almost any topic that can be useful in the workplace, such as courses on Excel, social media management and many more – https://www.udemy.com/
- EdX – 1000’s free online courses directly from top universities worldwide, including Harvard, Oxford and Cambridge – https://www.edx.org/
- Apprenticeships – Most organisations within the sector are eligible for significant apprenticeship funding. Sometimes, it could also be used to upskill existing employees.
- YouTube – Not as organised and structured as the other websites, but this can be used to find many tutorial videos.
How can Roots HR support your Learning and Development?
The consultants at Roots HR are all experienced HR professionals who are at least MCIPD qualified and have extensive experience within the Social Sector. Learn more about the benefits of our HR Services for the Social Sector here
Roots HR offers a range of learning and development services that can be fully tailored to the specific needs of your organisation. In all cases we work with you to fully identify your learners’ needs and to make sure that our services deliver the required development outcomes
We also have a wide range of free HR webinars that we deliver to the community, and all of these are recorded and published on our website for anyone to watch.
