Company Culture & Professional Development: Does Your Organization Walk Its Talk?
Many companies list professional development as a benefit in their job postings and as part of their strategy for attracting great hires, building a growth-centric culture, and driving results-oriented performance. But, how often have you heard of an organization marketing this value or benefit, then failing to fulfill promises around it?
In and of itself, professional development—and what it looks and feels like—can vary significantly from organization to organization. For one company, it could mean employees get one annual review from the boss and that’s it. Or it could be more robust: monthly, quarterly, or even weekly check-ins, plus occasional, paid-for opportunities for continuing education or training tied to upskilling and performance improvement goals. Meanwhile, at another company, professional development might translate to professional coaching or mentorship, backed by aggressive accountability plans, tools, resources and strategies.
Professional development can run the gamut. And yet, it’s valued by most employees today. Research from LinkedIn Learning’s “Workplace Learning Report” shows that “90 percent of organizations are concerned about employee retention, and providing learning opportunities is their #1 strategy.” Why? Because people want to learn! It’s one of the best ways to ensure not just career advancement but career stability, particularly in light of uncertainties around job security and the political economy.
If you’re a big believer that professional development matters, let’s make sure you’re doing it right. Here’s a sampling of advice we give our clients:
Use an effective professional development plan. By “effective,” we mean a plan that identifies the professional development goals of your organization and its people–backed by clearly defined strategies, tools, resources and accountability to support it. If you don’t have a huge budget, you can start simple. But the most important thing is to have a plan you can trust. Don’t know where to start? Professional development coaches and mentors, plus workshops and online and onsite training, can provide these worthy services–helping you cut through all the clutter and create a solid, customized plan.
Communicate the benefit. Professional development has the power to not just improve one employee’s performance, but lift performance companywide, boost morale, and build self-perpetuating, organization-wide success. It can be exciting to offer this perk to potential hires and reiterate its value to current ones, so great job candidates are drawn to you and your established ones want to capitalize on the benefits and convert to loyal, lasting employees.
Walk your talk. Never promise to offer this or any other benefit you can’t deliver. That said, professional development is a vital strategy for personal and professional growth, without which your company could be at risk. Make sure it’s on your strategic plan, and then take action to walk your talk by creating or improving upon the right professional development strategies for your people.
Looking to upskill or bring effective professional development opportunities to your team? Contact MAP today!
