How to build an effective learning and development strategy

New skills. Boosted productivity. Future-ready talent. 

These are the benefits of a robust learning and development (L&D) strategy, designed to develop employee skills and enhance performance.

If you’re ready to help your employees reach the next level, here are some of the best L&D strategies, their benefits, and how to implement them.

L&D meaning: What is a learning and development strategy framework? 

An L&D strategy is an overarching plan that determines how an organization trains its workforce. It covers which development opportunities are available, the structure of learning frameworks, and how educational pathways contribute to organizational success.

When L&D strategies align with organizational goals, every training program serves a wider purpose: cultivating employee skills that enhance workflows and boost productivity. 

Why a strong learning and development strategy matters

Highly skilled employees know how to perform at their best. A strong focus on L&D results in a competent, high-productivity workforce — which is just good business. 

Here are a few of the main benefits.

Boosting performance 

Through L&D courses, employees often unlock new, better ways of working. By using these new skills, employees can apply themselves effectively, improving their overall performance. 

Improving retention

Employees are far more likely to stick around if they have the chance to improve their skills and advance their careers. According to Gallup, organizations that invest in L&D are twice as likely to retain their workforce. It’s proof to employees that the company wants them to succeed. 

Supports succession planning

L&D strategies are a great way to provide employees with the skills to advance to leadership roles. These frameworks support succession planning efforts, facilitating training when the required skills have been identified. 

Building future-ready teams

Companies that invest in L&D can build future-ready teams by anticipating skills gaps and proactively training employees. A forward-looking approach keeps organizations agile and ready to take on new challenges as they arise.

Key components of an effective learning and development strategy

Here are the main components of successful L&D strategies.

Learning objectives aligned with business goals

Learning objectives should align with organizational goals so that employee upskilling directly supports company needs. Clear alignment ensures that training closes any skills gaps, keeping the business competitive, now and in the future. 

Employee-centered design 

Not every employee needs to learn the same skills. Offering highly personalized learning experiences that complement employees’ career progression plans will enhance engagement with L&D programs.

Blended learning formats

Make sure learning formats complement your company’s ways of working. Constraints like hybrid work models might make it challenging for some team members to access in-person learning sessions. 

Offering a blend of learning formats, including online, in-person, and micro-learning opportunities, ensures employees can always take part. When L&D opportunities are easy to access, completion rates soar. 

Continuous feedback and measurement

Gathering employee feedback about L&D processes helps to see how they’re being received. Use this feedback to tweak and improve courses, modules, and strategies over time.

Scalability and adaptability 

If L&D programs aren’t scalable, it’s easy for employee development to lag behind business needs. Ensure L&D strategies expand as the organization grows to maintain their effectiveness and adapt programs to reflect the changing business landscape.

With a learning management system (LMS) like Workleap LMS, businesses can level up their L&D processes. Automate feedback collection, track employee progress, and optimize learning experiences with its easy-to-use tools.

How to create a learning and development strategy: Step-by-step guide

Ensure L&D strategies are practical, sustainable, and easy to implement by following these six steps.

Step 1. Assess current skill levels and gaps

There’s no point in employees completing training about skills they already have. Before launching learning programs, conduct a skills assessment to identify current knowledge levels and any potential gaps. These insights ensure learning programs target real needs. 

Step 2. Define business-aligned L&D objectives

L&D strategies should align with wider organizational objectives to boost productivity gains and lead to enhanced workflows. Spend time ensuring programs meet real business needs to get the most out of any investment.

Step 3. Involve leadership and employees in planning

After identifying skills gaps and the benefits of addressing them, bring both leadership and employees into the planning process. Transparent communication about why L&D matters builds employee trust, while leadership involvement demonstrates commitment. 

Gathering employee feedback also ensures L&D opportunities remain relevant, practical, and effective, strengthening overall strategy. 

Step 4. Design learning initiatives and programs

Begin designing each learning initiative based on the skills gap analysis and insights gained from employee feedback. Platforms like Workleap LMS streamline the process. With its AI tools, organizations can rapidly create courses, automate employee training feedback, and analyze trends.

Step 5. Use tools and platforms to implement L&D courses

HR tech and LMS tools offer real-time insights into program effectiveness. Host L&D courses on these platforms to more easily access and utilize this data. Choose a platform that allows employees to share their experiences to gather this valuable feedback.

Step 6. Measure results and optimize continuously

Once an L&D program is up and running, conduct training effectiveness analysis to highlight what’s working and what isn’t. Use this information alongside data gathered from the LMS platform to refine both individual courses and the L&D program. 

Learning and development strategies examples

Here are two examples of companies that have enacted winning L&D strategies.

Google

To enhance its L&D strategy, Google pioneered the “20% rule.” The idea is that employees are encouraged to spend up to 20% of their workweek on skill development and training. 

The 20% rule is used alongside the company’s “g2g,” or “Googler-to-Googler,” approach to peer-to-peer learning. Under this scheme, volunteers dedicate a portion of their time to the growth of their colleagues. For example, a senior employee might lead an L&D course on a topic they’re an expert in. This supports development efforts while also aligning with the company’s learning-focused workplace culture. 

Cisco

Cisco has cultivated an L&D hub for all employees, offering a range of in-depth training modules across several departments. This L&D initiative seeks to support employee career progression by helping people develop the necessary skills to get them promotion-ready. 

This Cisco system uses the 70/20/10 principle. This means 70% of L&D efforts are through on-the-job experience, 20% comes from learning from others, and 10% is from additional educational modules.

The future of learning and development strategy

By utilizing L&D platforms like Workleap LMS, organizations can use data-driven insights to build more effective and impactful strategies. Its AI tools also allow businesses to deliver more personalized and adaptive learning opportunities.

Workleap is spearheading the integration of L&D strategy into wider organizational structures by connecting employee performance, engagement, and learning in one system. Discover how your business can transform its learning strategies with Workleap LMS by booking a demo today.

FAQs

Who are the key stakeholders involved in a learning and development strategy?

L&D is an organization-wide strategy, meaning every member of the workforce is a stakeholder in the process. Employees are the main learners, and their feedback is invaluable when it comes to improving L&D strategies. 

Key stakeholders include managers, who provide insight into team development needs, and executives, who identify how development strategies meet broader organizational goals.

What is the 70/20/10 rule in learning and development?

The 70/20/10 rule is an L&D strategy. Under this approach, employees spend 70% of their time learning from workplace experiences, 20% from their peers, and 10% in structured learning programs.

What are the different types of learning and development?

L&D can take many different forms, and the right approach often depends on the learner. Employees should be encouraged to engage with L&D programs in any area that best facilitates skills development. For example, they could enroll in leadership modules, training in soft skills, or take advanced classes in specific knowledge areas related to their role.