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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.

 

 

 

The Value of HR Tech

How HR Tech is Making Employees More Engaged Than Ever

Employee engagement of past generations was historically limited to the HR department to address perfunctorily once per year. However, a recent Deloitte report on human capital trends indicates that that is no longer the case. Employee engagement is now a front-and-center business issue, with 87 percent of surveyed organizations citing employee engagement as a top priority challenge.

Why is employee engagement so important?

Gallup has conducted a number of large scale meta-analyses which show that employee engagement levels directly relate to outcomes such as customer satisfaction, profits, productivity, employee turnover, and product quality. And companies that increase their number of talented managers and double the rate of engaged employees achieve, on average, 147% higher earnings per share than their competition.

Having a high level of employee engagement can be a vital asset to businesses in today’s competitive market. It is clear that employee engagement is an area that must be monitored. Fortunately, this is easier than ever with advancements in HR tech. Here are five ways HR tech is making employees more engaged than ever.

  1. Social Chatter

Social media is how employees engage with friends and family in their personal lives, so it only makes sense that mimicking that function in the workplace can foster authentic relationships and improve employee engagement levels. Tools like Slack allow team members to collaborate easily across teams and functions, and keep multiple groups informed at the appropriate level. Aside from facilitating improved business functions, social media and chat tools allow employees to have fun — you can send GIFs, use emojis, share inside jokes, celebrate occasions like birthdays or work anniversaries, and more.

  1. Thanks 2.0

Never underestimate the power of thanks. In a survey of 1,000 U.S.-based, full-time employees 75% of employees who were recognized by their manager once a month reported being satisfied with their job. An appreciated employee is an engaged employee, but as teams grow and become more remote, staying on top of employee recognition can be a challenge. Plus, while many companies have a (even if half-hearted) process in place for manager to direct report recognition (i.e. performance reviews) they lack a way for peers to praise peers. Tools like Achievers are taking “thanks” to the tech-driven next level, ensuring that employee recognition is actually recognized as a critical part of day-to-day operations and overall employee satisfaction.

  1. Tailored Training

One important workplace trait often mentioned in employee engagement surveys is workplace training. A very human trait is the desire to grow and learn more. None of us likes to stagnate. However, training in the past meant long, dry conferences that took employees away from their critical daily work. Today, learning management systems (LMS) make it possible for employees to learn on their time and even better yet, in their way. While conferences of the past tried to put all employees into a one-size-fits all lecture box, LMS varies training techniques and includes gamification best practices to make the most of learning.

  1. Easy Check-ins

Sometimes the most important thing to do to increase employee engagement is to ask about it. Many businesses might think they have an effective employee engagement plan in place, but it can’t be done without frequent check-ins with employees. There are HR tech tools to assist with easy check-ins; such as allowing management to monitor moods of employees and receive feedback on a more frequent basis. This helps employees to feel heard more often. And managers can notice and nip problems before they get out of hand. When employees see that management listens to and addresses their concerns promptly, they will want to stay long-term.

  1. Simplified Communication

Record numbers of employees are now working remotely, whether it’s the occasional work-from-home day or an entirely remote team. This trend can be hugely beneficial for work-life balance, as it allows employees the flexibility to keep a job they love while adapting to changing personal needs (I.e. a move, a growing family, and so on). However, it can also present an employee engagement challenge. Without the right HR tech tools in place, remote employees can feel isolated, particularly when a larger group of employees work in an office together and only one or two are remote. In addition to the chat tools mentioned above, video calling and web conferencing solutions make it possible to have both one-on-one or entire team face time. Simply seeing a coworker’s smile across the miles can give any employee a big boost.

A final consideration to note is that technology needs are generational. As millennials move into management roles and Gen Z starts filing into the workforce, the types of HR tech that will be most natural for your teams to interact with will shift. Stay on top of HR tech trends because while the available technology is always changing, one thing isn’t — the importance of engaging your employees.

To learn more about how to engage your employees, check out this webinar recording Using Recognition to Drive Engagement.

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About the Author
Krystle DisneyKrystle Disney, M.A., PHR is a human resources consultant and writer for TechnologyAdvice. She obtained master’s degrees in community counseling and clinical psychology from Gonzaga University and Washington University in St. Louis, respectively. Krystle resides in St. Louis, Missouri with her husband, two children, and two very stubborn beagles. You can find her on LinkedIn.