Training and development at work – The career booster

The world of work is dynamic. It is always changing. Digitalization repeatedly places new demands on employees, making the buzzword of “lifelong learning” more relevant than ever before: Anyone who fails to regularly develop and improve their skills is in danger of losing touch. Following on from career interruptions such as unemployment, extended parental leave or a sabbatical, people are often required to adapt or build on earlier qualifications before they can return to work. Professional development and training also frequently constitutes the basis for higher salaries and better positions within the company – besides improving people’s chances of finding an attractive new employer when they want to change their job. Aside from these more factual arguments, a raft of soft factors lends further weight to this topic. As well as sharpening their skills, training and development also increases employees’ satisfaction levels, motivation and self-confidence. Learning new things is a good way to guard against monotony and boredom at the workplace. It also broadens one’s horizons – which is something that more and more younger people in particular are specifically looking for. For them, personal development is a critical tool in the search for meaning, self-realization and a fulfilling (working) life. 

Many companies have responded and now offer their people various options for training and development at the company. One of these is coaching, which, depending on the topic and the objective, can take place individually or in groups. If suitable facilities are available, in-house training too can be provided by external instructors or internal specialists as a good way to develop employees’ capabilities. In the case of on-the-job training, employees are taught new knowledge and new skills by an experienced colleague or manager right at the place of work. In certain areas, skills can also be enhanced selectively by means of internal or external workshops and/or seminars. Some companies have even introduced a job rotation program under which employees swap workplaces and thus get the chance to familiarize themselves with new assignments. Beyond all these options, business games, project work and future workshops can provide fresh stimulus for both the company and the individual employee. 

These days, there is practically no line of work in which it is not possible to develop and improve your professional skills. Whether you want to earn specific add-on qualifications for a given profession or enrich your personal skills in people management, time management or communication techniques, the possibilities are many and varied. Especially for people working in technical fields (but by no means only for them), it is almost impossible to keep skill sets up to date without regular training and development. Subject-specific skills are an important criterion to get you a job in the first place and then perform in a way that satisfies both your company and you yourself. But they are not the only factor.

Employers attach just as much importance to the personal and social capabilities – the soft skills – of their employees. Being able to deal with other people is critical to a successful career. In many cases, it is in fact more important than other qualifications. If you cannot work in a team or are unwilling to accept compromises, you will have a hard time climbing the career ladder to the top. Like technical and subject-specific skills, however, soft skills too can be trained and reinforced – through coaching and seminars, for example. But before you do so, it is advisable to take a long, hard look at yourself. If you are willing to invest a little time and patience, critical self-assessment will help you discover which abilities you already possess and which ones still need working on. 

If you are keen to actively develop and improve yourself either within or outside the company, it is a good idea to first answer a few questions. Here are some examples: