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%).
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.
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:
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.
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.
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 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. We provide regular training sessions to our clients on a wide range of HR topics but did you know we also provide free sessions?
We have a wide range of webinars that we deliver to the community for free and all of these are recorded and published on our website for anyone to watch.
For the last 3 years we have also delivered free Line Management training to 4 cohorts or 15 people each and this is a very popular programme. Applications for 2025 are open and we expect to deliver 2 programmes, one in the Spring and one in Autumn.
You can sign up your line managers here. Places are limited so express your interest as soon as possible and before the deadline.
