The most important asset any company has is its people. Like any other business resource, you must invest the proper time and money into developing your employees and helping them grow. Otherwise, they will stagnate and stop producing quality work — and eventually, they’ll leave your organization for another that will give them what they need.

Good employee development programs require more than an annual “training day” or a few workshops throughout the year. Your business must continually nurture its existing talent through a variety of tactics and strategies. Below, 11 members of ForbesCoaches Council share their best advice for creating strong, effective employee development initiatives.

1. Account For All Different Learning Styles 

When building an employee development program, consider the fact that people don’t all learn in the same way. Learning has also evolved from classroom and video training, to webcast, podcast and other just-in-time learning programs. Consider ways to include your entire population and their various learning styles. Make it easy to learn on the go. – Kathy Lockwood, Blue Water Leadership Coaching

2. Tie Your Learning Objectives To Business Strategy 

Employees are inspired and engaged when they know the “why” behind their learning and understand that their development is critical to growing the business. Explain at the onset how each objective supports your strategy. Are they learning active listening and consultative questioning? Tie it to the organization’s imperative to grow its client base. – Loren Margolis, Training & Leadership Success LLC

3. Ask For Employee Feedback To Help Your Development Program Evolve 

Being open to influence will lead to a sustainable employee development program. A starting point is for employees to realize their values. Once individuals understand their “why” they are able to fully immerse themselves in the program. As they progress, listen to their feedback, celebrate their individual successes, and re-align the programming based on feedback for greater impact. – Deborah Goldstein, DRIVEN Professionals

4. Let Employees Learn At Their Own Pace With Microlearning Platforms 

Employees are embracing digital tools to access content that helps them learn on the job. Organizations must respond by finding a balance between giving the right information versus giving too much, developing training that is relevant, easy to understand and making learning opportunities more readily accessible for employees by using short bursts of information through self-paced e-learning. – Maria Pastore, Maria Pastore Coaching

5. Connect People To The Overall Purpose 

Learning and development programming grounded in both individual and organizational purpose is essential. Offer content that connects specifically and creatively to the business vision and strategy as well as to individual development. Ensure each deliverable holds a clear and relevant connection to advancing both the organization and the people within it. – Tonyalynne Wildhaber, The Courage Practice

6. Focus On The Skills You Need To Build Internally, Rather Than Outsource 

An employee development program should focus on the roles and skills you need to build internally. Be clear about the talent needs you have in the future and which ones are best to buy versus build. This focus will help organizations invest their limited resources wisely while the design of the employee development programs increases their effectiveness. – Amy Douglas, Spark Coaching, LLC