top of page

Beyond box-ticking: tactics to effectively evaluate employees' learning needs

It's almost the end of the year and it's time to think about the next year's L&D strategy for the employees. What skills should they improve? What areas should they work intensively? What do they want to get better at?

These are just a couple of questions that we should find answers to in the following months. Identifying the specific learning needs of the employees is the cornerstone of building effective training and development programs that empower them to reach their full potential. How can we prepare a suitable and relevant learning and development plan for employees? How can we avoid the rigid process of box-ticking?

Here are some thoughts:

1. Engage in regular conversations with employees:

Regular one-on-one meetings and performance reviews provide valuable opportunities to discuss employee aspirations, career goals, and any skill gaps they may perceive. Encourage open and honest dialogue, allowing employees to express their learning preferences and motivations. This is the time to let them share their thoughts and their interests. We should remember that if people feel listened to, they will actively engage in the process.

2. Conduct formal skills assessments:

Utilize online surveys, skills inventories, or assessments to gather quantitative data on employee competencies. These tools can identify areas of strength and areas where additional training may be beneficial. This is the place where we can find out what skills people need to work on that they might not be aware of. We must keep in mind to align the needs of employees and the organization.

3. Observe employees in their daily work:

Pay attention to how employees perform their tasks, identify challenges they encounter, and observe their problem-solving approaches. This direct observation can reveal specific skills that could be enhanced through training. The observation technique is often ignored due to a busy work schedule, but it may find valuable insights. It is a complementary method in the whole process.

4. Gather feedback from managers and team leaders:

Managers and team leaders have a close-up view of employee performance and can provide valuable insights into their learning needs. Seek their feedback on individual skill gaps and areas where training could improve team dynamics and collaboration. When gathering feedback from managers and team leaders, it is important to ask questions that are specific and open-ended. This will help us to get the most detailed and informative feedback possible.

5. Analyze industry trends and emerging technologies:

Staying abreast of industry developments and emerging technologies can help us anticipate future skill requirements and identify areas where our workforce may need additional training to remain competitive. This requires a look at the external work environment and collaboration with specialists can be necessary.

6. Encourage employee participation in professional development opportunities:

Create a culture that encourages employees to take ownership of their learning and development. Support their participation in conferences, workshops, and online courses related to their fields of expertise. This may influence increased employee engagement. When employees feel that their employer is investing in their development, they are more likely to be engaged in their work. This may also improve employee morale which can be decisive for job retention.

7. Regularly evaluate training effectiveness:

Gather feedback from employees after completing training programs to assess their effectiveness and identify areas for improvement. Use this feedback to refine our training programs and ensure they are meeting the evolving needs of our workforce. In this way, organizations can identify areas where training programs are not meeting the needs of employees or the organization. This information can then be used to redesign training programs to make them more effective.

If you need help in the process of identifying employees' learning needs, you can reach us at

Empower people to grow professionally, contribute more effectively to organizational goals, and enhance their overall satisfaction!

8 views0 comments


bottom of page