The ongoing skills shortage has forced employers to rethink their talent acquisition and development strategies, leading to a heightened focus on upskilling current staff. Younger generations, in particular, are vocal about their expectations for personal development opportunities.

In this context, we must distinguish between training and workshops. Training typically involves the transfer of knowledge from one person to another, often in a more traditional instructional setting. Workshops, on the other hand, are focused on facilitating learning through a more collaborative, hands-on approach.

Workshops are especially effective for upskilling employees because they encourage active participation. They allow individuals to practice new skills while fostering team collaboration. This collaborative nature not only helps employees gain practical skills but also builds team cohesion, leading to stronger interpersonal dynamics within the organisation.

Marvel at training ROI

Employers can no longer afford to mandate training courses that simply serve as tick-box exercises, emphasises Rob Bright, CEO of Cloud Assess, in HRreview, adding, “Instead, they must consider the unique requirements of their workforce—and indeed, their industry—and opt for a training strategy that will best suit their teams.”

Australia’s National Centre for Vocational Education Research highlights the importance of this approach: the return on investment (ROI) for training can vary dramatically, ranging from 30% to a staggering 7,000%, depending on the industry and type of training. Moreover, firms that invest in comprehensive training programs report a 24% higher profit margin than their less-invested counterparts.

Learning and development (L&D) experts have embraced workshops to ensure regular learning opportunities, especially in chaotic work environments. They not only promote professional growth but also serve as valuable team-building exercises, which are increasingly crucial in fragmented work settings.

Traditionally, HR spearheaded L&D programmes. However, the demand has expanded across various departments, highlighting the need for collaborative efforts to address specific organisational challenges.

While HR plays a critical role, we are seeing, in many cases, separate L&D teams that map development needs within the organisation to create a bespoke training offering that includes elements such as seminars, lectures, experiential learning experiences, and workshops.

Additionally, in some professions, training can count toward professional certifications or accreditations, providing employees with credentials that enhance their career prospects. This means that workshops not only contribute to internal development but also help employees gain recognition in their fields, supporting their long-term career growth.

Moving from hard to soft skills

Many companies allocate L&D budgets, but without a clear strategy, training programs can fail to drive meaningful progress or deliver measurable ROI. By adopting a more structured approach that includes workshops and other learning opportunities, organisations can ensure their teams remain adaptable, fostering the continuous development of both technical skills and team cohesion.

Although technical skills remain important, there is a growing emphasis on soft skills such as emotional intelligence, diversity, equity, inclusion, and accessibility (DEIA), as well as competencies like effective feedback communication, behaviour change techniques for team management, and conflict resolution. These skills are essential for cultivating emotionally connected leadership in the workplace.

Facilitators play a pivotal role in the process. They must create a safe environment where employees feel empowered to express their thoughts and ideas. By carefully managing relationships within the group, facilitators ensure that every participant feels respected, ultimately leading to a shared consensus.

When participants see the outcomes derived from their contributions, it fosters a greater sense of ownership and relevance that is often missing from externally imposed goals.

Thrive in a changing landscape

Ultimately, the success of workshops lies in their ability to foster engagement and communication within teams.

When employees feel more connected and see evidence that their employer is invested in their development, they are more likely to remain with the organisation, reducing turnover and cultivating a loyal workforce that shares the company’s vision.

As organisations continue to adapt to the changing landscape of work, personal development opportunities will play an increasingly vital role in developing both individual and collective capabilities, ensuring that companies can thrive in the face of new challenges.

Written by Asa Butcher. With inputs from Asha Gopalkrishnan.