Strategic Employee Development and Training: Fueling Growth from the Inside Out

Atlas Team
Jun 26
2 min read

Strategic employee development and training can have a powerful, positive impact on your bottom line.

Ongoing development is not just a perk—it’s a process that helps team members increase their confidence, efficiency, and productivity while contributing to the overall success of your organization.

When you provide continuous training opportunities, you don’t just build a better business. You also boost employee engagement and retention.Use the tools below to proactively develop your workforce.

Employee Growth and Training Development Plans

Benefits to the Employer

Enhances employee performance and productivity
Promotes consistency across teams
Improves morale and satisfaction
Motivates employees to perform at their best
Increases discretionary effort (employees going above and beyond)

Benefits to Employees

Identifies and strengthens areas for improvement
Improves morale and job satisfaction
Offers opportunities to learn new skills and technologies
Builds confidence in their roles
Shows employees they are valued
Reinforces that the organization is invested in their growth

Recognizing Development and Training Opportunities

Employees bring unique knowledge, skills, and abilities to your organization—and they also have areas where they can grow.

Recognizing and acting on these opportunities is key. A strong development and training plan will help employees strengthen those areas and achieve better results.

Here are the essential components of an effective employee development plan:

1. Self-Assessment

Encourage employees to reflect on:

Their professional interests and goals
Educational background
On-the-job knowledge and experience
Skills that contribute to success in their role
Areas where they see opportunities for growth

2. Goal Setting with the SMARTER Framework

Set goals that are:

S – Specific: Clearly identify tasks or behaviors that need improvement
M – Measurable: Define what success looks like (how many, how much, or which behaviors?)
A – Achievable: Ensure the employee has the tools, support, and resources to succeed
R – Relevant: Align goals with tasks that support company objectives and end-user needs
T – Timely: Set short- and long-term timelines for achieving success
E – Evaluate: Review progress after 3–6 months to assess whether goals are leading to desired results
R – Readjust: Update goals as needed to align with evolving business needs

Bonus Tips:

Break goals into small, manageable steps
Prioritize high-impact objectives
Encourage relearning or retooling to deepen understanding of key tasks

3. Training Opportunities

Include a mix of professional development tools in your plan, such as:

Formal Training or Certification Programs
Coaching
Mentoring
On-the-Job Learning (Experiential)
Self-Directed Study

Use a Training Needs Assessment to determine which types of training will be most effective for each individual.

Make Development a Regular Conversation

Development isn’t a one-time task—it’s an ongoing conversation.It should be a consistent part of check-ins and performance discussions to ensure leaders have the skills and support they need to lead effectively.