Having highly skilled and well trained staff is paramount to building a successful team or department. Skilled employees don’t just perform their roles effectively, they also contribute to a culture of excellence and innovation. Yet, many organisations struggle to provide the resources necessary to achieve this. Training can be expensive, and the logistics of freeing up staff time often pose an even bigger challenge than the financial cost.
From personal experience, I know how difficult it can be. Each week I set aside time for personal development and learning, yet somehow that time is eaten up in normal day to day tasks. Before I know it, the moment (and the motivation) slips away. This is a common problem across workplaces: the intention is there, but often isn’t followed through.
Learning comes in different forms
Fortunately, staff development doesn’t have to be confined to traditional, intensive training courses. Learning and staff development can be achieved in many ways. From in-depth courses ran over several months with formal accreditation, to one hour bitesize sessions that slot easily into a busy schedule.
It is important to recognise that everyone learns differently. Some people thrive in structured, classroom-style learning, while others prefer visual and interactive methods like webinars, podcasts, or workshops. By offering a mix of options, such as formal study, bitesized learning, digital content, and knowledge sharing, organisations can create opportunities for staff to learn in ways that suit them best. This not only improves engagement but also makes it easier for employees to embed learning into their everyday routines.
How to create a culture of development?
For learning to become a real priority, organisations need to make it part of their culture. One effective way to do this is by allocating a set number of hours each month for professional development and ensuring staff feel supported in using that time. When leaders consistently model the importance of learning, employees are more likely to follow suit.
The workplace culture around training matters just as much as the resources themselves. If development is seen as an optional extra, it will always be overshadowed by urgent tasks. But when it’s treated as an integral part of the job, staff begin to see training as an expectation instead of a luxury.
What free and accessible resources are out there?
Another misconception is that high quality training comes with a hefty price tag. In fact, there are a wide variety of free resources available. For example, the Information Commissioner’s Office (ICO) offers online training videos covering the basics of UK GDPR and the Data Protection Act 2018 (ICO Training Videos). These are valuable for organisations that need to ensure compliance but may not have the budget for formal training sessions.
At DPAS, we also offer free one-hour webinars designed to provide practical insights into data protection and privacy challenges. Sessions like these are a cost-effective way to provide consistent, accessible learning opportunities that help keep knowledge fresh.
By curating a list of trusted resources, such as newsletters, podcasts, blogs and webinars, organisations can create a sustainable pipeline of ongoing learning without constantly investing in expensive programs.
How to identify and close knowledge gaps?
The first step to effective training is understanding what your team actually needs. Carrying out a gap analysis, often through surveys or assessments, is a great way to pinpoint areas where skills are lacking. This data-driven approach ensures that resources are invested wisely, targeting the areas that have the greatest impact on performance and compliance.
When staff feel that their training directly supports their role, they are more likely to engage fully and apply what they have learned.
How can effort be supported, recognised, and rewarded?
Learning isn’t just about delivering content, it is about building confidence, motivation, and pride in personal growth. Employers can encourage this by:
- Providing support: Give staff access to mentors, colleagues, or resources that help them succeed.
- Recognising effort: Acknowledge and celebrate those who commit to their development. Recognition doesn’t have to be financial – public appreciation or career progression opportunities can be just as powerful.
- Rewarding achievement: Where possible, link development to tangible outcomes, such as promotions, certifications, or new responsibilities.
By valuing training as a core element of career growth, organisations signal to employees that their investment of time is worthwhile.
How to take this beyond the classroom?
Training doesn’t always need to happen in a formal setting. Encouraging staff to collaborate with colleagues in different roles and shadow new projects, can be just as effective in building skills. These opportunities not only broaden knowledge but also strengthen teamwork and cross-functional understanding.
Additionally, offering regular refresher training ensures knowledge does not fade over time. Smaller, more frequent sessions are easier to fit into busy schedules and help keep important topics at the front of employees’ minds.
How will this pay off in the long run?
Investing in staff development is not just about ticking boxes, it’s about building a resilient, capable workforce that can adapt to challenges and seize opportunities. When employees feel empowered to learn, they are more engaged, more productive, and more likely to stay with the organisation.
In turn, companies benefit from improved performance, reduced compliance risks, and a stronger reputation for professionalism and expertise. A culture of learning sends a powerful message: this is a place where growth is valued, and where people are encouraged to reach their potential.
