Over the years, employee development is steadily rising as one of the most important investments an organization makes. Industry reports reveal that organizations spend thousands and millions on activities relating to this in order to reap its benefits of attracting and retaining talent, higher employee engagement, and a more competitive workforce. And while experts advocate organizations to invest in employee development, critics point out the lack of results from these investments. So, we list down some reasons why you shouldn’t invest in employee development.

Don’t invest in Employee Development if:

It doesn’t address the problem

Employee development is a very powerful medium. But, this is only true when employee development activities address the root cause of the problem. If the root cause of the learning need is lack of knowledge or skill, then a well-designed employee development program will surely help in solving the problem.

However, if the root cause is different, then you shouldn’t invest in employee development programs. Rather, invest in programs or discussions that will truly tackle the challenges that your organization is facing. If you insist on running a program that isn’t suitable for you, then you’ll have an unproductive and unsustainable outcome. And, it will just be a waste of time and money for your organization.

Remember that challenges are just like conflict. And one of the first things you need to when handling conflict is to identify its source before addressing the situation.

It doesn’t have a purpose or goal

Just like how strategies are deployed with a clear purpose and goal, your employee development program should, too. When a training initiative has no purpose or goal, its risk of failure is higher. Instead of addressing your concerns through the program, you’re just wasting your people’s time and company resources. Therefore, leaving the problem unsolved. Aligning your employee development activities with a goal and purpose will help you determine what type of activities are most suited for your needs, therefore increasing its impact and effectivity.

Aside from that, you also have to consider the context of your programs and how it serves your strategic priorities.  In an article published in Harvard Business Review, Todd Warner gives good points on why corporate learning programs need to consider context and not just skills.

There’s no commitment to change

The need for employee development brings change. And change can be scary despite the various ways you can confront it. Some organizations, while recognizing the problem areas and unwanted behaviors they’re hoping to address through training and other activities, aren’t really open to changing them. If you want your employee development programs to yield results, you have to embrace and be open to the change it’ll bring not only to the employees involved but to the organization as well.

The money you invest in employee development should be worth it. That’s why your employee development programs should address your problems and have a purpose or goal. And, commit to change!