In today’s competitive landscape, staying ahead requires more than just a strong strategy—you need continuous growth at every level of your organization. Professional development is a key driver of that growth, equipping your employees with the skills to thrive in an ever-changing environment. But how do you know when it’s time to invest in their development? Recognizing the right moment can be the difference between simply keeping up and truly leading the way.
If your organization has not traditionally emphasized employee training and development, it may be hard to find the momentum to get started. Let’s look at the most revealing signs that it’s time to prioritize professional development. If these signs apply to your organization, taking prompt action can improve employee engagement, boost team cohesion, and pave the way for long-term growth.
1. You’re facing increased employee turnover.
Turnover is a natural occurrence in any organization. However, a notably high employee turnover rate can indicate one or more underlying issues you should address. Look up the average turnover rate in your sector to determine whether your numbers are healthy. Across the U.S., the average voluntary turnover rate is 13.5 percent. In Canada, this number sits at 11.9 percent.
If your organization needs to implement new measures to retain its employees, professional development is one of the first places you should start. After all, “career growth opportunities” are the number one reason employees cite for changing jobs.
You want your employees to envision a promising future, not just a passable present at your organization. By providing them with opportunities to upgrade their skills, you can promote internal mobility within your organization and retain your talented staff for the long run.
2. Your staff are stressed and less engaged.
It’s normal for employees to feel stressed occasionally, whether dealing with strict deadlines or taking on new responsibilities. However, it’s important to recognize when this stress might be turning into burnout.
Note whether your employees are:
- Emotionally, mentally, or physically exhausted on a daily basis.
- Less eager to participate in meetings or respond promptly to e-mails.
- Coming to work late or taking more sick days.
- Responding to their tasks or workload with a negative attitude.
Some of these indicators can be challenging to notice among remote or hybrid employees. eCardWidget’s employee engagement guide recommends surveying employees about aspects of their experience, such as workload and workplace culture, to get a clearer picture of how they feel about their role. Additionally, consider whether employees actively participate in your organization’s events after working hours, which can indicate high satisfaction in their working conditions.
If you’re concerned about burnout and disengagement at your organization, creating a professional development program can boost employee morale and productivity. By learning new skills and best practices to apply to their roles, employees can feel better equipped to tackle their responsibilities and happier with their overall performance.
3. You’ve noticed a lack of collaboration within teams.
Your organization’s success is built on the combined efforts of its individual contributors. However, it’s not enough to group employees into teams and put them to work. To create truly meaningful results, you must nurture trust and collaboration within each team. That’s where having effective managers comes in.
If your teams are feeling disconnected and disoriented, Laridae recommends looking for management training courses that cover topics such as:
- Developing team collaboration and cohesion.
- Motivating and engaging team members.
- Effectively setting expectations and delegating responsibilities.
- Learning and embracing the strengths of individual team members.
By allowing managers to improve their leadership and communication skills, you not only set them up to thrive in their roles but also create a lasting foundation for each team’s success.
4. Your leadership and staff struggle to adapt to change.
Change is a natural part of life, but that doesn’t mean it’s easy to navigate. Whether your organization is undergoing a leadership transition, implementing new technology, or starting a new cultural initiative, you might face common challenges such as:
- Employee resistance or pushback
- Decreased productivity or performance
- Increased errors or delays in operational processes
- Unexpected budget overruns and financial strain
While having a detailed change management strategy is important, sometimes your organization would still benefit from outside expertise. For example, a nonprofit might look for consultants who can help with implementing a new strategic plan or culture change initiative.
Opening up professional development opportunities can instill a culture of learning within your organization, making employees more likely to embrace change and innovation. Look for opportunities to help leaders develop better change management skills and improve team communications.
5. Your employees tell you they want more learning opportunities.
The most obvious sign that your organization needs to invest in professional development is that your employees are telling you so. If your employees share feedback that they want more opportunities to learn and acquire new skills in their field, send a follow-up survey to assess their interests.
Some common types of professional development to ask about include:
- Online courses and podcasts
- Mentorship programs
- Conferences and workshops
- Cross-department training
- Continuing education and certifications
- Skills-based volunteering opportunities
Consider what learning formats work best for your employees. For example, if you have remote employees and want to build a sense of community among them, you might opt for an online cohort-based training program that promotes real-time collaboration and peer learning. If your leadership team needs more dedicated support in their roles, you can invest in one-on-one leadership coaching sessions.
If, based on these signs, your organization has decided to invest in professional development for its employees, remember to start small. An external consultant can help you assess your most pressing needs and skill gaps to identify which training areas to focus on, ensuring that they directly align with the objectives outlined in your strategic plan.
Then, consider launching a pilot program to test your approach, collect more employee input, and adjust as needed. Build momentum by recognizing employees who participate in your professional development opportunities. Highlight their accomplishments across internal communications and share them on social media to establish your organization as one that’s committed to learning and growth.
