In the not-so-distant past, companies used to compete on flashy benefits and perks. Job seekers could be enticed with options like onsite massages, in-house gourmet chefs, and even nap pods. But with the pandemic and the transition to working from home, many of those shiny perks seemed to lose their luster. What’s the point of a nap pod if you’re working from your bedroom, anyway? 

There’s one “benefit” that’s more than just a flash in the pan — and that’s learning and development. Giving your employees the chance to learn and grow is much more than another line item in a long list of benefits. Here’s why.   

Learning helps you overcome the skills gap

The skills gap refers to the distance between the skills your employees need and the skills they currently have. And it’s a harsh reality across many roles and industries and a major concern for leadership. Seventy-nine percent of CEOs say they’re worried about employees’ lack of skills. Creating a robust learning and development program ensures that employees keep up to date on both the technical and power skills they need to be successful. Read more on the skills gap and how learning can help you overcome it here

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Learning is key to combating the Great Resignation

You’re probably all too aware of the Great Resignation — the record-breaking number of employees who are voluntarily leaving their roles. The top reasons employees are quitting include burnout, lack of advancement opportunities, and compensation, according to the Institute for Corporate Productivity. Both burnout and lack of advancement opportunities can be addressed by learning programs, whether you’re helping employees develop self-mastery skills like stress management and resilience (more on this in the next section) or build skills that will help them move into a new role. Read more on how learning can help you overcome the Great Resignation here.

Learning promotes employee well-being

HR and L&D professionals shared that working from home has had a negative impact on the number of hours people spend working and on their ability to focus. Not too surprising since many people have also been balancing professional responsibilities, caretaking duties, and the stresses brought on by the pandemic. Many companies are responding by prioritizing employee wellbeing and resilience, skills that can be developed through learning.  

Learning connects to business outcomes

Traditionally, many learning programs used employee participation and engagement to measure success. While important for getting a sense of employee sentiment towards learning, these metrics don’t always ladder up to company strategy or key results. Today, workplace learning is of vital importance, providing a strategic advantage that can positively affect the bottom line. Learning can be connected to a number of business outcomes like increasing productivity, reducing costs, and growing revenue. 

Make learning your competitive advantage

Lack of executive support is one of the main challenges L&D leaders face, according to Training Magazine research. But when you can demonstrate that learning is much more than an employee benefit, you’ll find that it’s much easier to get executive buy-in.

Need a little extra support to make the case for learning programs at your organization? Download Building a Learning Strategy That Delivers Business Outcomes to discover how to connect learning to the metrics executives care about.