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Training: Steps to getting it right for employees



In our last blog, we gave a step-by-step guide to help employers implement efficient and effective training programmes. This time, we’re looking at the other side of the coin and advising employees how they can get the most out of learning and development opportunities.

Plan ahead

It’s important to consider not only what training can do for you now, but further down the line. Do you hope to progress through the ranks and gain promotion, or perhaps change roles, staying with the same employer but learning a new skill set? Think about where you want to see yourself in one, three, five years’ time – you will find it will affect decisions made now about where you want to be professionally in the future.


Do your research. False assumptions can prevent people considering training options such as apprenticeships (see our blog on busting the myths) – but you shouldn’t let them get in the way of your professional development.

More than 250,000 workplaces across England currently offer apprenticeship programmes, with more businesses incorporating them into their learning and development offer. Ask your employer if they’re one of them and find out if there’s a continuous professional development pathway in place for you as an employee.

Just because you opted out of further education after school or have never considered yourself academically minded, it doesn’t mean your chance to learn and develop is over – it’s never too late.

Consider the benefits

There’s no shortage of statistics to support the many benefits of training and development to employees. Research shows 90 per cent of learners will stay in employment after completing an apprenticeship, with 71 per cent staying with the same employer they learnt their craft with, while 23 per cent of former apprentices had received a promotion within 12 months of completing their course.

As a training partner to a range of businesses and organisations, we’re finding more and more employers are valuing people who are proactive in their willingness to develop.

Showing enthusiasm to learning will impress a potential employer at an interview, while existing employees demonstrating a commitment not only to their individual progression but also the growth of the business as a whole will go down well too.

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