Essential connection between employee motivation, loyalty, and performance, and the presence of dynamic learning and development

• Application and Transfer of Learning: Managers can provide opportunities for employees to apply their newly acquired skills and knowledge on the job. This reinforces learning and improves performance.
• Performance Coaching and Feedback: Managers play a vital role in coaching employees and providing feedback on how to apply their L&D gains to improve their work.

Managerial Support for L&D:

Here's how managers can actively support L&D activities and meet employee expectations:

• Clearly Communicate L&D Opportunities: Inform employees about available programs and encourage them to participate.
• Allocate Time for Learning: Schedule time for employees to attend training sessions and complete L&D activities during work hours.
• Set Expectations and Goals: Collaborate with employees to define learning goals and how newly acquired skills will be applied in their roles.
• Provide Coaching and Feedback: Offer regular guidance and feedback to help employees integrate new skills and knowledge into their daily work.
• Recognize and Reward Learning Achievements: Acknowledge and celebrate employees' successful completion of L&D programs.

Examples:

• Positive Example: In my previous role, a sales manager actively encouraged participation in a new customer relationship management (CRM) software training program. He attended sessions alongside his team, participated in discussions, and readily offered time for employees to practice using the new software during work hours. This resulted in high employee engagement, a smoother transition to the new system, and a significant improvement in sales team performance.

• Missed Opportunity: I once witnessed a manager who delegated all L&D responsibilities to the HR department. He showed little interest in the training content and provided no support for employees during or after the program. This resulted in low employee morale, limited knowledge retention, and minimal impact on performance.

By actively engaging in L&D activities, managers can bridge the gap between theory and practice, ensuring employees are equipped with the skills and knowledge they need to succeed. This fosters a culture of continuous learning, leading to a more motivated, skilled, and productive workforce.