DRMP is an example of how the creation of a dynamic Learning and Development (L&D) program is an impactful investment for staff and the future of a company. According to Forbes, 76 percent of employees are more likely to stay with a company that offers continuous training opportunities.

As DRMP’s Learning and Development Manager, I often reflect on this and work to incorporate L&D into our daily work environment because training translates into staff retention, happier employees, and a better work-life balance that allows our company and staff to grow and flourish. From a business development perspective, L&D serves as a way to align the employees' goals and performance with the company’s overall strategy. It also helps DRMP remain adaptable to the changing needs of our clients and the communities we serve, as well as society at large.

Launching into Learning and Development

While DRMP has provided opportunities for training at various levels, in 2016 we began investing heavily in leadership, mentoring, and internship development and training programs. DRMP’s initial interest in employee training stemmed from supporting employees to implement new and specialized skill sets to better support our clients.  At the same time, we began to see an increased interest in training and career growth from our employees and prospective job candidates.

Today, as DRMP grows and expands its reach, the need for consistency across disciplines, departments, and locations has become increasingly clear. The firm’s investment today is greater than ever with programs to help develop our entry-level staff and leaders alike; provide skill-building opportunities that allow our employees to advance in their careers and stretch activities to promote goal achievement. Investing in L&D helps DRMP attract and retain top talent and increase productivity and profitability.

DRMP’s Goals for L&D

Through the L&D program, we align our employees' goals and performance with the company's objectives. We are constantly working to identify skill gaps in our employees so that we can develop and deliver training to bridge the identified gaps. At DRMP, L&D is still in the development stage, and we are identifying strategies to meet the changing needs of our firm while trying to incorporate new trends and programs. We have implemented a structured internship program to strengthen our candidate pipeline.

L&D at DRMP has also helped to ensure our employees receive a thorough introduction to the firm during new hire orientation. Through internship and mentoring programs and our book club, along with other initiatives, we have encouraged our staff to set goals and work toward them. A notable initiative, the firm’s Career Pathways program, provides employees with a clear, step-by-step plan for their career growth, whether they aim to advance their technical skills or develop their leadership skills for management. By positively impacting retention and engagement, L&D is supporting performance and productivity outcomes for the firm.

Fostering a Positive Work Culture

L&D supports staff in numerous ways, but it also enhances the culture of our firm. When people learn, it opens their minds and expands their knowledge. When new information is introduced, our mindset and behavior change. This is the same concept with culture. L&D touches all parts of the company, including interns, new hires, senior leaders, the Board of Directors, and everyone in between. As all these individuals engage in learning and developing, their mindsets shift, their behaviors change, and over time, the culture is impacted. L&D has already played a critical role in helping our organization adapt to changes going on in society through promoting initiatives like diversity, equity, inclusion, philanthropy, and sustainability.

We started a Book Club to continue building our employee engagement and cultivate a continuous learning culture. Our Book Club is reading ‘Think Again: The Power of Knowing What You Don’t Know’ by Adam Grant, which explores the value of changing your thinking process to achieve success and the results you want to see.

Learning and Development Leads to Success

L&D empowers employees to grow their skills, abilities, and knowledge to meet the changing needs of the company. DRMP has consistently increased the number of learning and development opportunities available for employees because we want staff to feel supported and encouraged about attaining their professional goals. DRMP’s mentoring program, which is open to all employees, has been in place for nearly six years. Employee participation in this program is steadily increasing. We have recently begun to structure our internship program, which has also grown significantly over the last four years by incorporating more opportunities for our interns. Our current interns are participating in a series called Building Blocks. It includes a tailgate-themed event with an informative panel of past DRMP interns and a lunch-and-learn activity that pairs interns with hiring managers to strengthen their relationships.

L&D is and will continue to be a key factor behind the scenes of a company’s success. At DRMP we want to make sure our employees have all the tools they need to grow and feel supported. According to Forbes, one in two employees is pursuing learning opportunities on their own, outside of training at work. It’s called reskilling, and it is the process in which employees are learning new skills to move into new roles within their current roles or a new one.

At DRMP, we want to invest in our employees and make sure learning is ingrained in our culture.  Growth, capability, and impact represent what L&D stands for at our firm, which reflects an environment that allows employees to thrive.