Is Your L&D Strategy Broken? How Managers Are Vital to Employee Development

When your people grow, your business grows. But if learning and development is so critical to performance, why are so many organisations still treating it like a nice-to-have rather than a non-negotiable?

In a working world driven by rapid change, evolving employee expectations, and fierce competition for talent, the importance of learning and development (L&D) has never been more critical. Yet, our data tells a sobering story: of all the organisations that completed the Best Companies survey, 57% saw a decline in their Personal Growth scores over the past year, and every single Personal Growth statement measured saw a downturn. Employees are signalling a clear need for development, and many organisations are falling short of answering the call.

This article explores why investing in training and development isn’t just a “nice to have”, it’s a strategic imperative for any business that wants to grow, retain top talent, and build a high-performing culture.

The Benefits of Implementing a Learning and Development Policy

Using data gathered from the Best Companies community, we can see that over the past year there has been an overall decline in Personal Growth scores, with statements like “I have skills that my organisation could use but doesn’t” dropping by -2.37%. It's clear: employees are underutilised, underdeveloped, and, ultimately, disengaged.

But the consequences go far beyond individual dissatisfaction. A lack of training and career progression is one of the leading reasons employees seek new roles. In fact, 34% of employees who left their previous job cited better career development opportunities as a key motivator, and over 70% of high-retention-risk employees¹ say they would leave their current company to advance their career.

On the other hand, the benefits of strong L&D offerings are substantial:

• Retention rates increase by 30-50%² in companies with strong learning cultures.
• 70% of employees³ would consider leaving their current job for one known for investing in learning and development.
• 45% of employees⁴ say they would stay longer at a company that invests in their growth.
• Employees who receive training report higher engagement, improved performance, and greater job satisfaction.

And the advantages to the business? A development-first culture:

• Enhances employee engagement and productivity.
• Reduces recruitment costs by creating internal pipelines for promotion.
• Fosters a culture of innovation, adaptability, and loyalty.
• Improves employer brand and talent attraction.

Put simply, when you invest in your people, they invest back.

What Are the Different Types of Learning and Development Strategies?

One-size-fits-all training no longer meets the expectations of today’s workforce. The most effective development programmes are personalised, flexible, and multi-faceted, allowing employees to grow in ways that align with their goals and the needs of the business.

Here are some of the most impactful formats:

• Traditional classroom training – Useful for in-depth, foundational learning.
• Learning Management Systems (LMS) – Ideal for self-paced, scalable learning.
• On-the-job learning – Builds confidence through real-world application.
• Coaching and mentoring – Offers personalised guidance and career navigation.
• Microlearning – Bite-sized modules that fit around busy schedules.
• External training providers – Brings fresh expertise into the business.
• Book learning and self-study – Encourages self-motivation and ownership.
• Adaptive learning technology – Customises content based on individual progress.

The key is variety; offering a mix ensures learning becomes embedded and accessible to all.

How Companies Can Improve Their Learning and Development Strategies

To make development a cultural norm rather than a tick-box exercise, organisations must empower their managers. But herein lies a challenge: 43% of managers with less than a year in their role have received no training, and 59% of those managing 1–2 employees report the same⁵. It’s difficult for managers to champion learning if they haven’t experienced it themselves.

Here’s how to turn the tide:

1. Equip managers to spot development needs - Good managers observe performance gaps, have honest conversations, and help team members map out development goals. This needs to be embedded into the rhythm of one-to-ones and performance check-ins.
2. Encourage communication and advocacy - Managers are a crucial link between employees and leadership. They must be able to communicate the training needs of their teams and advocate for appropriate resources.
3. Make managers mentors - With the right support, managers can coach their teams, or mentor colleagues across departments. This not only develops the learner but reinforces the knowledge and leadership skills of the mentor.
4. Embed application of learning - Training without practical use is quickly forgotten. Managers should ensure employees are applying new skills in their roles—closing the learning loop and delivering value back to the business.

Building a Culture of Growth, Starting with Managers

The link between development and retention is undeniable: 86% of millennials say they’d be more likely to stay in a job that offers training. And yet, only 29% of employees say they’re “very satisfied”⁶ with their current career advancement opportunities.

If organisations want to grow, they must get serious about developing their people and that starts with equipping managers.

This is where platforms like Elevate come in. Elevate helps managers understand how their teams feel about their performance, spot development gaps, and build tailored action plans to support their people better through data-driven coaching strategies. By enabling managers to become coaches and growth champions, Elevate ensures that development becomes part of your culture and is not just a perk, but a promise.

In today’s talent market, personal development is a demand. Businesses that rise to meet it will reap the rewards of a more engaged, capable, and loyal workforce. Find out how Elevate can enable your managers to become better coaches.

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