Build a Successful Learning and Development Strategy With These Useful Tips

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Learning and Development (L&D) is a process that helps employees improve their skills and knowledge

It can be used to improve job performance, career development, or simply keep up with the ever-changing landscape of the workplace. Many businesses use L&D programs to improve employee retention and satisfaction. 

In order to build a successful learning and development strategy, there are several key things that you need to keep in mind. In this article, we will discuss some of the most important factors to consider when creating your strategy

From prioritizing organizational objectives to providing adequate resources and budgeting, we will cover everything you need to know in order to create a successful learning and development strategy for your business.

Use a platform

Even before you start creating your strategy, you need to choose the right platform. This is important because the platform will be the foundation of your entire strategy.

Build a Successful Learning and Development Strategy

 There are many different L&D platforms available, so it is important to do your research and choose one that best fits the needs of your business. 

Look for good customer support, a user-friendly interface, and a platform that is scalable so you can grow your strategy as your business grows. Once you have chosen a platform, you can begin to build your strategy

A platform will help you to manage and deliver training, track progress and measure success, and keep employees engaged. In addition, a platform can help you to create a budget and manage resources. 

This is important because the platform will be the foundation of your entire strategy, including integrating a personality test for team building to ensure cohesive collaboration and understanding among team members.

Identify organizational priorities

The first step in creating your strategy is to identify the organizational priorities that you want to focus on. Ask yourself, what are the most important things that you want to achieve with your learning and development strategy? 

Once you have identified your priorities, you can begin to create objectives that will help you achieve these goals.

For example, if one of your priorities is to improve employee retention, you might set an objective to deliver training that helps employees develop the skills they need to be successful in their roles. 

Or, if you want to improve customer satisfaction, you might create an objective to deliver training that helps employees better understand your products and services. 

By identifying your priorities and setting objectives, you can ensure that your strategy is focused and effective.

Set clear objectives

Once you have identified your organizational priorities, you need to set clear objectives. Objectives should be specific, measurable, achievable, relevant, and time-bound.

Set clear objectives

 They should also align with your organizational priorities. If, let's say, one of your priorities is to improve customer satisfaction, then one of your objectives could be to increase customer satisfaction by X% in the next year.

To ensure that your objectives are clear, answer the following questions:

  • What do you want to achieve?
  • Why is this important?
  • Who is responsible for achieving this objective?
  • What resources are required to achieve this objective?
  • When do you want to achieve this objective?

Once you have answered these questions, you will have a clear understanding of what needs to be done in order to achieve your objectives.

Keep employee satisfaction in mind

When creating your learning and development strategy, it is important to keep employee satisfaction in mind. After all, employees are the ones who will be using your strategy and they need to be happy with it in order for it to be successful. Many employees that aren't kept happy at work result in "Quiet Quitting", which means they only do the bare minimum in terms of work and they lack motivation. In order to prevent this from happening, it's important to understand how to keep your employees satisfied.

There are a few key things that you can do to ensure that your employees are satisfied with your strategy.

First, make sure that you are clear about what you expect from employees. Set clear objectives and provide employees with the resources they need to achieve these objectives. 

Secondly, make sure that you give employees the opportunity to provide feedback. 

This can be done through surveys, focus groups, or one-on-one meetings. Lastly, make sure that you are flexible and willing to adjust your strategy based on employee feedback.

Create different strategies for different positions

One size does not fit all when it comes to learning and development. Different employees have different needs and, as such, require different strategies

For example, a new hire will require a different strategy than an experienced employee. Similarly, an entry-level employee will require a different strategy than a senior executive. 

When creating your learning and development strategy, make sure to create different strategies for different positions. 


This will ensure that all employees are getting the most out of your strategy. In addition, it will also help to improve employee satisfaction.

Your strategy must be flexible

The world of business is constantly changing and, as such, your learning and development strategy must be flexible.

What works today might not work tomorrow, so it is important to be able to adjust your strategy as needed. In addition, you also need to be able to adapt your strategy to the changing needs of your employees

For example, as new technologies are developed, you will need to update your strategy to ensure that employees are trained on how to use these new technologies.

Or, if you expand your business into new markets, you will need to update your strategy to ensure that employees are properly trained on how to sell your products or services in these new markets.

By being flexible, you can ensure that your learning and development strategy is always relevant and effective.

Provide resources and budgeting

In order for your L&D strategy to be successful, you need to provide employees with the resources they need to achieve their objectives.

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This includes things like training materials, books, and software. In addition, you also need to provide employees with the time and budget necessary to complete their training. 

For example, if you expect employees to complete an online course, you need to give them the time to do so. Similarly, if you expect employees to attend a training seminar, you need to provide them with the budget to do so.

When setting a budget for your L&D strategy, make sure to include both the cost of training and the cost of lost productivity. 


While training can be expensive, it is important to remember that employees will need time to complete their training. As such, you need to factor in the cost of lost productivity when budgeting for your strategy.

Deliver training

Once you have created your learning and development strategy and provided employees with the resources they need to achieve their objectives, it is time to deliver the training. There are a few different ways that you can do this. 

First, you can provide employees with self-paced training materials such as e-learning courses or videos. Secondly, you can send employees to off-site training seminars or workshops. Finally, you can provide employees with on-the-job training.

The best way to deliver training will vary depending on the needs of your employees. For example, if you have a large number of employees who need to be trained on a new software program, self-paced e-learning courses or training video software would be the best option.

However, if you have a small number of employees who need to be trained on how to sell your products or services in a new market, off-site training seminars would be the best option.

Launch your strategy

After you've created your learning and development strategy, provided employees with the resources they need to achieve their objectives, and delivered the training, it's time to launch your strategy.

To do this, you need to communicate your strategy to all employees and provide them with the resources they need to implement it. In addition, you also need to train managers on how to properly implement and monitor your strategy.

You can hire a professional training company to help you launch your strategy. This can be a great option if you don't have the internal resources necessary to launch your strategy on your own. 


However, it is important to note that hiring a professional training company can be expensive.

Analyze your strategy

After you've launched your strategy, it's important to analyze its effectiveness. If you choose to use an L&D software, you will also get tools to help you analyze your strategy.

Analyze your strategy

 To properly analyze your strategy, you need to set up a system to track employee progress and collect feedback. Your key performance indicators will vary depending on the objectives of your strategy.

Some common KPIs that you can use to track the success of your strategy include:

  • The percentage of employees who complete their training
  • The number of employees who achieve their objectives
  • The satisfaction of employees with the training they receive
  • The satisfaction of managers with the implementation of the strategy
  • The ROI of your training investment

Ask for feedback from employees

Finally, it's important to ask for feedback from employees. This can be done through surveys, focus groups, or one-on-one interviews

Feedback from employees will help you understand what is working well and what needs to be improved. It will also help you identify any roadblocks that employees are facing.

When asking for feedback, make sure to ask both general and specific questions. General questions will help you understand employees' overall satisfaction with the strategy. Specific questions will help you identify areas that need to be improved.

Final words: Build a successful learning and development strategy with these useful tips

Developing a successful learning and development strategy can be challenging, but it's worth the effort. By using the tips in this article, you can create a strategy that will help your employees achieve their objectives and improve your bottom line

Just keep in mind that your strategy must be flexible, and you need to provide employees with the resources they need to succeed. We hope this article was helpful. Good luck!

About the author 

Peter Keszegh

Most people write this part in the third person but I won't. You're at the right place if you want to start or grow your online business. When I'm not busy scaling up my own or other people' businesses, you'll find me trying out new things and discovering new places. Connect with me on Facebook, just let me know how I can help.

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