Create a culture that means business™
Keeping employees engaged is a serious business! Did you know 87 percent of millennials said development is important in a job and 40 percent of employees who receive poor training and limited opportunities for development will leave their job within five years? Any Learning and Development (L&D) strategy that fails to capture the hearts and minds of its participants represents a missed opportunity to nurture talent and build for the future.
Research findings from Find Courses’ 2018 Report sheds new insight into the current state of L&D. The report revealed that top performing companies were five times more likely to implement engaging L&D programs, and almost half (42%) of L&D professionals who indicated their employees were highly engaged in learning were also highly engaged overall at the organization.
Given these new findings, we’ve compiled our list of top five ways to engage employees through L&D.
1. Recognize the importance of L&D
Employment is evolving! It’s no secret that innovative technology and generational expectations are redefining the relationship between work and learning. With a dynamic and ambitious millennial generation set to make up half of the U.S workforce by 2020, the demand for ‘flexible, open career models’ is on the rise, and two trends are beginning to emerge:
- The modern career has become a continuous learning journey rather than the product of one.
- There is a growing need for workplaces to become hubs of personal development.
Despite the inevitable impact of these trends, many companies still overlook L&D’s ability as a booster of employee engagement. Now is the perfect time to meet new demands and begin embracing L&D as a future-proof model for company growth, employee retention and maybe most importantly, keeping a new cohort of young, ambitious personnel engaged!
2. Generate company-wide influence
Unite and engage your workforce by making L&D a shared endeavour. It is apparent that across-the-board engagement in learning leads to higher levels of employee engagement overall, with research revealing that 90% of companies with strong learning cultures have senior executives actively engaged in L&D initiatives.
When team leaders, managers and senior executives champion employee learning, a ripple effect is generated that helps those on the frontline feel value in their personal development and more engaged in their wider company role. Promoting inclusive workplace learning through skill-sharing initiatives like a ‘learning at work’ week, for example, will help to bridge gaps between departments and reinforce an engaging, company-wide culture of learning.
3. Avoid the ‘one-size-fits-all’ solution
No single employee is the same, and your L&D strategy should strive to reflect this. Everybody has their own unique set of career expectations and goals, and when it comes to workplace learning, certain individuals will respond best to a structured, theoretical approach, while others may achieve better results from a more interactive format. To maximize engagement, implement a balanced blend of training options to appeal to the diverse needs of your staff.
Offering personalized training and the freedom to choose between different learning formats (e-learning, in-house, simulation learning to name a few), puts power in the hands of the learner and allows them to play to their own strengths. Keeping all bases covered can be a time-consuming and potentially more costly approach, but you and your employees will reap the benefits of doing so!
4. Embrace technology
While professional training may typically conjure up images of bored employees listening to lectures from uninspiring tutors, it doesn’t have to be this way. Learning technology can help make training an accessible and enjoyable experience.
We now live in an age where the Internet, social media, smartphones and tablets are intrinsically linked to both our working and daily lives. It therefore comes as no surprise that many employees can feel disenchanted by their company’s L&D strategy when it fails to mirror the tech-savvy environment they are accustomed to.
Today we have a broad range of options at our disposal. Social media, e-learning, gamification techniques, and even virtual reality can be utilized in a way that makes professional training fun and engaging.
With research from Find Courses’ Report indicating that companies with strong learning cultures are also avid users of learning technology, it is apparent that engaging staff through L&D also requires companies to utilize a blend of technology that is well suited to each employee’s skillset and ambitions.
5. Track progress
Although a simple concept in theory, the tracking of progress during training is a highly valuable and often ignored tool for optimizing productivity and keeping employees engaged in both their learning and wider career roles.
Once again, turning to tech can smoothen out the process, and incorporating a LMS (Learning Management System) grants all relevant parties a higher level of authority over learning objectives and progress. Employees have the freedom to take breaks when needed, they can oversee how much of a task they have left to complete, and most importantly, they are able to analyze results to identify strengths and areas for improvement in the future.
The increased transparency offered by an LMS also enables HR to monitor progress in a non-invasive manner, and senior staff can be kept in the loop with the benefit of knowing that their teams can receive regular contact and support. The outcomes of training programs can also be extrapolated in aid of improving future L&D strategy and rewarding top performers.
Make learning count
Incentivizing achievement by rewarding top performers is a great way of increasing employee motivation and encouraging career progression. A reward trip, gift, or a simple show of recognition in the presence of colleagues helps boost an employee’s self-worth and reinforce the feeling that they are valued by their company.
According to Kim Edwards, Talent and Leadership Development Manager at Getty Images, an engaging company is “one which puts the employee at the center of everything”. Companies must begin finding new ways of making staff feel they are central pillars of company success, and L&D offers the model for growth and recognition that makes this possible. Engage your workforce through L&D and begin reaching company goals in synchrony with the development of your employees today!
Learn about the current state of the professional training industry and get more useful advice on engaging your workforce with Find Courses’ 2018 Report.
Don’t suffer the price of neglecting your workforce. Discover the true cost of disengagement by accessing Achievers’ white paper.