When productivity is in the spotlight, employee development gets sidelined.

A recent survey by Microsoft found that 68 percent of people don’t have enough uninterrupted focus time during the day, with inefficient meetings being the number one barrier to productivity.

Today, we’re spending three times as much time in Microsoft Teams calls compared to 2020, and if that’s not leaving enough time to be productive, it’s certainly not leaving time for personal development.

This laser focus on getting things done comes at the cost of learning and development. And, as a result, employees feel frustrated, disengaged, and are more likely to leave their jobs.

Why Learning and Development Is More Important Than Ever

Learning and development is crucial for enhancing employee engagement, motivation, and retention. According to Forbes, 76 percent of employees agree that they are more likely to stay with a company that offers continuous training.

Furthermore, in the US, Gallup found that one in two employees would switch to a new job if it offered skills training opportunities. So why aren’t we making time for training during the workday? These statistics highlight the importance of L&D in retaining talent. Meanwhile, making time for L&D helps make organizations more agile, positioning them for growth rather than stagnation.

How to Make Time for Learning and Development

1. Say No to Meetings

Ok, maybe don’t cancel all of your meetings. But the most effective way you can reclaim your time is by getting to the root of the problem and raising the bar for when a meeting is required. If you’re not in a position to reject meetings every now and again, here are a few ways you can shift your organization’s meeting culture.

First, speak to your manager. See if they can offer ways for the organization to change its meeting policy, such as requiring every meeting to have a set agenda or setting limits on daily meeting times. It’s in their interests that your time is used productively, so time-saving meeting policies should be a no-brainer.

Second, take a grassroots approach. Let your team know why you’re looking to change the way meetings are managed. Informing others and pushing back on unproductive meetings can set an example for your whole organization and help spread adoption of a policy that, ultimately, will give everyone more time back.

2. Block Out Time—And Stick to It

Set aside dedicated time for training in your calendar. Tools like Microsoft Viva Insights can automatically schedule Do-Not-Disturb time for you each week for training focus. L&D experts recommend engaging in training once a week to stay on top of development and keep information fresh, so don’t be afraid to take back important time from your workday.

3. Try Microlearning

If your schedule is too hectic to even block out an hour or two, why not try microlearning? This approach involves taking training in short, frequent bursts, even during brief breaks or while waiting for tasks to complete. Microlearning helps you reclaim lost time to your advantage. Plus, studies have shown that learning in the flow of work can help you retain information for longer.

4. Request Tailored Training

Speak to your manager, HR, or L&D department about relevant learning paths. Explore the training opportunities your organization offers, such as digital courses, certifications, or field-relevant placements. Taking the initiative to request training demonstrates your commitment to personal and professional growth—and will help you set aside time for training!

5. Create a Development Plan

Without focus, most learning and development efforts are doomed to fail. Set specific goals and objectives for your workplace training. Talk to your manager, or L&D department, about creating a personal development plan that includes specific training courses and certifications. Next, establish a timeline that accommodates your work schedule and unexpected projects. By scheduling these activities and involving others to hold you accountable, prioritizing your development becomes far easier.

With these strategies, organizations and employees can strike a balance between productivity and continuous learning. This not only improves job satisfaction and retention but also prepares businesses for future challenges and opportunities.