Enhanced Employee Training
Business leaders across industries rank Learning and Development as the third most pressing issue they face today – right behind Employee Engagement and Advancement Opportunities, according to the 2015 Deloitte Global Human Capital Trends report.
And it’s in the top three for good reason: Learning and Development programs have been shown to play a critical role in a company’s ability attract and retain top talent.
How critical? Very.
Nearly a quarter of departing employees report that the lack of learning and development opportunities was the key factor in their decision to seek employment elsewhere, according to the National Research Business Institute.
What’s more, though, is that not only does robust L&D contribute to a clear increase in employee longevity, it can translate into financial strength too. A study by the American Society for Training and Development found that “companies that offer comprehensive training have a 24 percent higher profit margin than those who spend less on training.”
So, three cheers for L&D, certainly, but here’s the problem: Despite business leaders’ increased awareness in the importance of L&D’s role in creating happier employees and healthier bottom lines, their confidence in their company’s ability to address L&D has plummeted since 2014.
In fact, the measured difference between importance and company readiness, a metric Deloitte calls the “capability gap,” has more than tripled over the past year.
So, what to do? Fill that gap.
GOXD creates and supports learning and development programs for our clients, leveraging data and insights and incorporating the most impactful emerging trends. Consider applying some of the tips below to maximize your L&D programs.
Create a Flexible Format
Employees increasingly request learning solutions that mirror how they access and interact with content outside of work. They want things on demand, in easily digestible nuggets, and accessible on mobile devices. Consider ways to incorporate short, YouTube-style content for a cross-platform learning experience.
Google, for example, has taken its 6-hour training program and broken the content up into bite-sized chunks no longer than seven minutes in length. This gives the employees the ability to download these sessions and watch them whenever and wherever they choose.
Gamify the Learning Experience
Incorporating games and challenges in training programs, even adding social competition, can increase participation, excitement, and engagement in the learning process. Not only are employees attracted to the play element of friendly competition and games, gamification also improves recall by incorporating an interactive element.
Google utilizes online games to help ensure learning. The company includes quizzes after each course to make sure information is being absorbed, and it uses leaderboards to foster friendly competition and increase participation.
Show the Relevance
Employees’ ability to understand how their roles connect to the organization’s goals is a key factor in employee engagement and satisfaction. Influence this engagement for the better by explaining how each course ties into larger organizational goals and tailoring learning goals and training content to fit employees’ individual positions and skills.
MasterCard, for example, ties learning directly to business strategies and has assigned product managers to help make sure learning is directly relevant to individual employees. Apple offers similar tailored content for their employees based on their positions and backgrounds.
GOXD has created similarly bespoke training programs for clients in industries from automotive to finance.