5 surefire ways to improve your L&D programme

One of the key concerns that I, and I imagine most other HR & L&D professionals have, is the need to continually improve the L&D programmes we design and deliver. With that in mind, and using both my own and my networks personal experiences, I’ve developed my top five ‘sure fire’ ways to improve your programme. Of course, these are very top line but, hopefully, give the general gist!

1) Ensure managers are accountable for coaching their employees

Starting here with, in my opinion, the most important point, you can have the best L&D strategy in the world but if the level of coaching carried out by your managers is of poor quality or non-existent all of your hard work will be undone. In the past, this was very much a core part of a manager’s role - but as manager responsibilities become ever busier, it is increasingly important to incentivise them to carry out coaching. One of my previous organisations formed part of a manager’s bonus on employee feedback on the quality of the coaching, for example, that was hugely successful.

2) Develop L&D initiatives for each stage of an employee’s time in the company