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learning and development L&D

5 Ways to Engage Employees Through Learning and Development (L&D)

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.

Find Courses' 2018 Report Satisfaction

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!

  1. 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.

Find Courses' 2018 Report Management

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.

  1. 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!

  1. 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.

Find Courses' 2018 Report Culture of Learning

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.

  1. 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.

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About the Author
Oli GarnerOli Garner is a writer and digital content editor at findcourses.com, North America’s most popular search engine for professional training. He aims to create and share engaging content for individuals and organizations across a variety of industries, with an end goal of guiding them towards the best professional training option for their needs. Now located in Stockholm, Oli was born and raised in the UK and graduated from the University of Kent in 2015.

 

 

 

A Culture of Learning

5 Reasons to Create a Culture of Learning in Your Organization

Traditionally, a six-figure salary and 401k options were enough to attract and retain top talent. We no longer live in a traditional world—and the modern workplace has come a long way from what it used to be. While these benefits are still important to employees, they’re not prioritized like they once were. Today, employees are more focused on finding a company that has a positive, strong company culture revolved around learning and growth.

To cater to the “modern” employee and remain competitive in your respective industry, you have to focus on the development of a strong company culture that supports learning and employee growth.

Here are five more great reasons to bring this culture of learning to your organization.

  1. Employees Want to Learn

Today’s employees are eager to develop their skills. According to DevelopIntelligence’s 2017 DI Developer Survey, 55 percent of those surveyed said they seek out training in order to meet current or upcoming needs or to advance their careers. Organization’s that embrace a culture of learning not only encourage learning, but have an opportunity to provide their employees with these opportunities and experiences.

Try it: Start by asking each team what they want to learn about. Perhaps they’ll be interested in attending one big conference, rather than having a series of smaller in-office seminars. The more interested your employees, the more effective the opportunity will be.

  1. Employees Want to Grow

Not only do employees want to learn, they also want a chance to grow professionally and advance their careers. In a recent Gallup poll, 87 percent of millennials said development is important in a job. Learning and development go hand in hand, help employees become the successful employees they want to be.

Try it: Tie learning and promotion opportunities together. Give employees a chance to show they can take on a new position, empowering them to advance themselves both professionally and personally within the workplace.

  1. Learning Reduces Turnover

Did you know that 40 percent of employees who receive poor training and limited opportunities for development will leave their job within five years? On the other hand, a Columbia University study found that that the likelihood of job turnover at an organization with rich company culture is a mere 13.9 percent. Make learning a part of that culture and you may see your turnover rate plummet to zero.

Try it: Don’t just talk the talk, walk the walk by providing training that’s actually valuable, actionable and useful for every employee. Liz Alton, contributor to ADP’s Spark blog suggests implementing a Learning Management System (LMS), developing paths for every employee, and creating learning processes, like mentorship, which is found to be more effective than seminar-style opportunities.

  1. Engaged Employees Are Productive

Giving employees the opportunity to learn, develop, and grow will increase employee engagement—and engaged employees produce better results. According to Gallup’s 2017 Employee Engagement report, those companies in the highest quartile experience 17 percent higher productivity, 20 percent higher sales, and 21 percent higher profitability among many other positive metrics resulting from higher engagement levels.

Try it: Pair learning opportunities with an HR technology platform like Achievers, which allows you to keep employees engaged with recognition, milestones, and rewards. With an effective employee recognition program, you can ensure employees are being frequently recognized and rewarded by both peers and management for their achievements in learning and development.

  1. Learning Fosters Innovation

Companies that emphasize continuous education and development are able to develop the talents of their employees on a regular basis. This focus on talent development is a top priority for 80 percent of top executives, according to the 2017 Workplace Learning Report.

Try it: Use Intrapreneur programs to empower employees to use their new skills to innovate within the organization. As you build your program, keep these four building blocks in mind.

Create a Culture of Learning This Year

Employees want to learn. Learning keeps employees engaged. Engaged employees are productive and happy. Creating a culture of learning benefits everyone involved, and can be brought into any business, big or small. Use these simple reasons as inspiration to help your employees become the people they want to be, while taking your business to the next level.

Take the first step towards improving your culture by accessing the eBook Recognition Culture: The MVP of Employee Experience.
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About the Author
Jessica ThiefelsJessica Thiefels has been writing for more than 10 years and is currently a professional blogger and freelance writer. She spent the last two years working tirelessly for a small startup, where she learned a lot about running business and being resourceful. She now owns her own business and has been featured on Forbes. She’s also written for StartupNation, Manta, Glassdoor and more. Follow her on Twitter @Jlsander07 or connect on LinkedIn.