As a new year begins and we return to a more “normal” schedule, thoughts of new beginnings may give employees renewed motivation and focus on achieving personal or professional goals. To accomplish this, they may consider taking night school classes, or may ask to participate in other company-sponsored professional development programs.

While their motivation and zest for learning should be encouraged, it is also a good time to ensure that these requests are linked to your organizational goals. Consider sharing “State of the Business” information with a focus on the following:

External and internal forces at play

Discuss the external factors, such as competition, new laws, new technology, or changes in economic trends that are impacting the organization.

Discuss internal factors, such as current organizational goals, changes in products and services, changes in organizational structure, or changes in staff and their impact on the organization.

Determining new skills, knowledge or behaviours needed

Ask employees to think about what new skills, knowledge, or behaviours they may need to address to ensure their learning is targeted toward what is needed most in the organization.

How best to attain the new skills, knowledge, or behaviours

Remind them that not all learning or acquisition of skills or behaviours comes from a course or workshop. Providing opportunities to practice an existing set of skills, some one-on-one coaching from a more experienced employee, or a chance to visit another department or organization to learn some best practices could provide a better learning experience.

Ask them how their new skills, knowledge, or behaviours can be supported by their co-workers, supervisors, or managers.

Determining evidence of application

Ask employees what would be different once they have acquired these skills, knowledge or behaviour, and how would this be evident in the organization.

Encourage them to link their learning to the application of the skills, knowledge, or behaviours in their day-to-day work through business indicators such as increased revenue, more clients, better turnaround of client transactions, or improved quality.

Encourage them to think about how these indicators are quantified, measured, and assessed.

Consider using a learning agreement that spells out how the learning goals meet the organizational goals, and how this will be measured.

Time and budgets are too valuable to use without ensuring a clear link to your business goals. Getting employees to think about this before they enroll in courses or professional development will help ensure better outcomes for both employees and the organization.

Tracey Starrett, M.Ed, CHRP is the owner of The Starrett Group, a human resources, education, and communications consulting firm in Whitby, Ontario. She also teaches human resources management courses at York University. To contact Tracey call (905) 430-7055 or e-mail her at tstarrett@starrettgroup.ca.