Learning and development

Learning and development 250 x 250px9Providing employees with the opportunity for personal or professional growth can contribute to staff retention.

87% of employers we spoke to felt offering learning and development improved staff commitment.

Staff feel valued because they can see you’re investing in them and it also ensures they have the skills and knowledge to carry out their role effectively and feel confident to do so.

There are lots of different ways to support personal and professional growth and it doesn’t have to be expensive. Here are a few ideas.

Give employees the opportunity to take part in ongoing learning and development to learn new skills and expand their knowledge.

Our Guide to developing your staff looks at the different ways you can develop your staff.

Sign up to the I Care…Ambassador initiative and develop staff by nominating them to become ambassadors. I Care…Ambassadors inspire and motivate people to understand more about working in social care. This helps develop confidence, presentation skills and increases staff morale. Find out more about I Care…Ambassadors.

This helps develop both the mentor and the mentee and can improve team work, share knowledge and understanding. 

Download our 'quick guide' that explains how mentoring differs from buddying and decide which works best for your needs.

Investing in leaders and managers at all levels is crucial and should be provided with the opportunity to develop.

Leadership isn’t just a title and only about managing people and performance. Good leadership skills are important in any role and can help staff gain the confidence to use their own initiative and make decisions and inspire others to make a positive difference. Frontline staff can, and do, exhibit leadership skills every day and everywhere. See the resources and guidance on how to develop leadership skills and behaviours in frontline workers.

Our Manager Induction Standards (MIS) sets out what a manager needs to know and understand to perform well in their role. They can help aspiring managers understand the expectations of a manager’s role, support new managers settle into their role and provide existing managers with a benchmark of their own practice, especially if their role has changed over the years.

In 2019/20 enhanced funding is available through the 'Workforce Development Fund' for level 4 and 5 qualifications to invest in the development of managers and aspiring managers. Find how you can access the funding.

We deliver leadership development programmes to support leaders and managers at different levels, from aspiring manager to top leader. See what we have available.

Some employees like to know what career progression opportunities could be available to them in the future. It may be a reason they decide to stay with you or move to a different employer.

Our Social care: a rewarding career for you tool maps out different career paths and is useful to show the different career progression opportunities available.

Let your staff know how they can develop within their current role, as well as moving between different roles.

Look at developing staff with the right values and skills to thrive in higher positions and have clear progression routes available. This will help with succession planning.

Some other suggestions to help with ‘growing your own’ staff and career development are below: