Letting your people grow?
Here’s how to do it smartly!
Blog by
Arjan Elijzen
Within an organization, it’s essential to enable both employees and the organization as a whole to grow. Development programs are more than just a way to support employees. They are the driving force behind achieving organizational goals, fostering innovation, and improving overall performance. In this Q&A session, career advisor Arjan Elijzen highlights the practical aspects of successfully implementing personal and team development.
How do we determine which trainings, courses, or coaching are most effective?
Effective development starts with reflection. What have you done? What worked well, and what could be improved? By sharing experiences with colleagues who have already followed a program, you gain insight into what really adds value. By having a conversation with the employee—where are the needs, what are the learning goals—you make a conscious and targeted choice together.
How do we combine learning and development with the daily workload?
Learning requires prioritization. That means making choices: what can wait for now and where is there space to grow? By planning smartly and creating room—even if it’s small—development remains part of the workday. Sometimes it also requires a critical look at workload, staffing, and planning.
How do you measure and ensure the impact of development programs within the organization?
Measuring impact is sometimes tricky, but certainly not impossible. A first step is collecting feedback: how satisfied are the participants? What do they notice in their daily work? By evaluating this regularly, you keep your finger on the pulse and can adjust where necessary. And don’t forget: you ensure results mainly by linking what has been learned to concrete practical goals.
Which subsidies or budgets can we use for employee development?
There are plenty of options to support development programs financially. Think of A+O subsidies, using Ozone, career coaching, or workshops from external parties. With a bit of research, you often get more out of your development budget than you might think.
How do we make sure development isn’t just an HR topic, but is also supported by managers?
Development truly gains power when it is widely supported. Involve both managers and employees from the start. Show why a program is needed, what it brings, and how it contributes to team goals. When the urgency and benefits are clear, support will follow naturally.
Arjan Elijzen
Career Advisor
I find my personal satisfaction in looking at and discussing what makes you happy, among other things. And what suits you in your next career step—and closing this on a positive note.
