Employee development training helps people grow their skills and careers while meeting the organisation's needs. It works best when it links individual goals to business priorities, combines formal training with learning on the job, and has active support from line managers. Without those three ingredients, even good courses tend to have little lasting effect.
Why employee development matters
- Retention: people are more likely to stay where they can grow.
- Performance: better skills mean better results.
- Succession: developing people creates future managers and leaders.
- Adaptability: new tools, including AI, require continuous learning.
The 70-20-10 idea, used sensibly
A widely used rule of thumb suggests most development comes from experience, some from other people and a smaller share from formal training. Treat it as a reminder rather than a formula: formal training gives frameworks and skills, but people develop most when they apply them in real work with support.
A five-step approach for managers
1. Have a development conversation
Ask each team member about their goals, strengths and areas they want to develop. Link these to what the team needs over the next year.
2. Agree a development plan
For each person, agree two or three development goals, how they will be achieved and how progress will be recognised. Keep it short and specific.
3. Combine learning methods
- Formal training: courses for structured skills, such as leadership, communication, finance or AI.
- Stretch assignments: projects that require new skills.
- Coaching and mentoring: regular guidance from experienced colleagues.
- Peer learning: sharing knowledge within the team.
4. Support application
Give people opportunities to use new skills soon after training. Ask what they learned and how they will apply it. Remove obstacles that make new habits hard.
5. Review and recognise
Review progress regularly, recognise growth and update plans as goals change.
Common development training needs
| Group | Typical training needs |
|---|---|
| New managers | Leadership, delegation, feedback, performance management |
| Experienced managers | Strategy, leading change, developing others |
| Specialists | Communication, commercial awareness, project management |
| All staff | AI and digital skills, collaboration, customer focus |
Training individuals or teams?
When development needs are shared across a team, such as management skills for all team leaders, corporate training delivered to the group can be more effective and consistent than sending people to separate courses. For a full comparison, see corporate training vs open courses.
Setting good development goals
Vague goals like "improve leadership" rarely work. Our article on training goals examples shows how to write goals that lead to real change.
Development training at LSBUK
Our executive education courses support employee development across leadership, management, finance, strategy, HR and AI, live online or in London. The Importance of Training & Development in the Workplace is designed for managers and HR professionals who lead development, and Mastering Leadership and Management suits people stepping into management.
Frequently asked questions
What is employee development training?
Training and learning activities that help employees build skills for their current role and future career, aligned with the organisation's needs.
How do I create an employee development plan?
Hold a development conversation, agree two or three specific goals, choose learning methods for each and review progress regularly.
Who is responsible for employee development?
Employees, managers and HR share responsibility. Managers play the biggest role in supporting day-to-day application.