How HR Can Use L&D to Strengthen Retention in Higher Ed

Employee turnover remains a pressing challenge across industries, and higher education institutions are not exempt. The pressures of academia, including heavy workloads, budgetary constraints, and rising expectations from students and stakeholders, make employee retention a priority for HR leaders in colleges and universities. 

Strategic use of learning and development (L&D) programs is one way to entice workers to stay in their job and grow their careers. Institutions investing in upskilling and reskilling initiatives can better support both employee retention and overall organizational success. According to a 2024 Executive Network report, 37% of organizations plan to increase their investment in training and development, recognizing its critical role in retaining talent and driving valuable outcomes. 

Higher education HR leaders can leverage L&D programs to enhance employee engagement, reduce turnover, and foster a culture of growth and inclusion.

Why Learning and Development Matters in Higher Education 

Academic institutions are exploring new technologies such as artificial intelligence while facing potential funding cliffs as the result of policy changes. These shifts highlight the importance of supporting faculty and staff with the skills and tools they need to meet institutional goals. Additionally, SHRM research published in 2024 revealed L&D is one of the key HR areas that must transform to meet shifting demands.

L&D programs can address these challenges in higher education while offering organizational benefits.

Growth That Grounds Talent

Many professionals in higher education value opportunities to learn and grow within their roles. Providing well-designed development programs signals an institution’s commitment to its employees’ futures. A 2023 report by BCG found that organizations investing in upskilling and reskilling see increased retention as employees develop skills for roles with greater responsibility.

Enhanced Job Satisfaction and Engagement

Access to meaningful training enhances employees’ confidence and allows them to contribute more effectively to their institutions. In fact, 59% said training opportunities improve their overall job performance and 51% believe they gain more self-confidence, according to data from SurveyMonkey, an online survey platform. This translates into higher morale and stronger alignment with organizational objectives.

Building an Effective Learning and Development Program for Higher Education

Designing impactful L&D initiatives for academic staff and administrators requires careful planning and alignment with institutional needs. Here are strategies HR leaders can adopt to build effective programs:

1. Evaluate Organizational and Employee Needs.

A successful L&D program begins with an assessment of skills gaps and institutional goals. Use surveys, interviews, and focus groups to identify areas where additional training can generate the most value. 

For example, does your faculty need additional training in online pedagogy or emerging classroom technologies?

For administration, are managers equipped to handle complex budgeting processes or team leadership for hybrid working environments?

“The most effective L&D programs are built with precision — designed to meet specific needs, not just scaled broadly.”

“It could be a small group of people that need a certain skill set,” said Britt Andreatta, CEO of workplace consultancy Brain Aware Training, based in Santa Barbara, Calif. “It’s about digging in a little bit to get to the real pain point, the real solution, and the real audience.”

2. Personalize Learning Experiences.

Training programs should reflect personalized learning paths that cater to diverse backgrounds and individual career aspirations.

• Flexible Formats: Use a combination of online courses, workshops, and mentoring sessions to meet a diverse range of learning styles. 
• Leadership Tracks: Offer leadership tracks tailored for department chairs, administrators, and staff aspiring to managerial roles. 
• Self-Directed Training: Provide employees with access to platforms where they can explore their own areas of interest, such as professional certificates or emerging research methods in their disciplines. 

For example, a seasoned admissions professional might attend an industry conference for intensive learning while a newer professional enrolls in a self-paced certificate program that builds a knowledge foundation in college admissions, recruitment, and counseling.

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3. Communicate Resources Effectively.

A robust communications strategy is vital to the success of any L&D program. Employees can only take advantage of opportunities they’re aware of, so ensure there is transparency regarding available resources.

Consider these approaches:

• Leverage internal newsletters, faculty meetings, and online portals to share updates about L&D opportunities.
• Appoint “learning ambassadors” to promote programs within departments and serve as peer advocates for professional growth. Kraft Heinz rewarded employees committed to learning with the tools and resources needed to inspire others, helping support a culture dedicated to gaining more knowledge.
• Track participation data to refine communications and identify gaps in outreach.

4. Foster a Learning Culture.

Embedding learning into the fabric of your institution is less about launching one-off initiatives and more about creating an enduring culture of growth. 

Higher education HR leaders can achieve this by:

• Hosting regular inclusion and diversity training to support an inclusive environment that attracts and retains diverse talent.
• Encouraging managers to integrate conversations about career development into performance reviews.
• Recognizing and celebrating employee achievements through learning awards or profiles in institutional communications.

Related Article: 5 Keys to Building a Learning Culture in Your Organization

Overcoming Common Learning and Development Challenges in Higher Education

L&D implementation can be challenging, particularly within the constraints often faced by colleges and universities.

• Limited Budgets: Higher education often operates on tight budgets, so start small and focus on high-impact initiatives that require minimal financial investment, such as peer mentoring or curated free online courses. 
• Time Constraints: Faculty and staff often juggle heavy workloads. Opt for micro-learning opportunities such as 10-minute training videos or lunchtime webinars to keep participation accessible and manageable. 
• Remote Work and Geographic Disparities: With the rise of hybrid work models, institutions must ensure that resources are accessible to both in-person and remote employees. Cloud-based learning platforms can help bridge this gap.

Fortify Teams for the Future  

HR leaders in higher education have a monumental task — supporting institutions, many with steep legacies, while preparing for the uncertainties of the future. The right mix of assessment, communication, personalized paths, and a supportive culture help build strong L&D programs.

With these programs in place, HR leaders can support the retention of top talent, improve employee engagement, and align employees’ skills with the strategic needs of their institutions.