In 2021, the majority of the workforce will likely remain working in a remote and digital environment. As such, companies everywhere continue to hone their learning ecosystems to keep employees engaged and equipped with the needed skills. The responsibility for this learning often falls on the shoulders of managers and the individual employees themselves.
Even with full-blown L&D departments supporting them, managers find themselves needing to consistently adopt and deploy modern learning and training initiatives. Employees are increasingly seeing the need to take responsibility for their self-improvement, learning, and development to stay relevant in their roles or to transition to new roles.
Empower Your Employees with Digital Training
Although L&D teams focus a lot on designing, delivering, and managing training programs, a concentration needs to be shifted towards enabling and supporting a connected and continuous learning culture. Digital training environments leverage technology as a foundation provide timely access to information, and often more efficient and faster ways of improving performance through eLearning and microlearning. Access to the right data can empower employees to make the right decisions, increasing productivity while supporting agility and innovation. Providing employees with access to the information needed to execute their jobs successfully, not only empowers them with ownership over their performance but also fosters a stronger culture within the organization.
Adapt Your L&D Strategy for Increased Performance
Implementing and optimizing digital training offerings is vital to the success of your organization in the current business climate of constant change and disruption. According to Harvard Business Review, 70% of employees report that they don’t have mastery of the skills needed to do their jobs. Empower your employees to increase performance and see added improvement through these methods:
1. Create and articulate clear goals.
Clear and concrete outcomes allow for training and development materials to add value to your organization. The goals you define will impact your organization, as well as the individual employees. Employee goals contribute to both individual and company success and, when developed properly, can support individual interests and motivations along with the organization.
2. Align training strategies to achieve these goals.
Organizations should shape their goals around the respective training programs. Consider creating individual employee development plans that are high-level and ambitious to push your employees beyond their comfort zones. Define areas of skills gaps, are actionable, as well as measurable.
3. Create an environment of collaboration and transparency throughout the organization.
Collaboration can help foster employees and team that are relatable, reliable, and responsible. As a company looks to grow, collaboration allows for employees to work together and motivate one another to achieve organization-wide objectives. Collaboration also requires a level of transparency, where open communication and proper accountability channels are recognized.
4. Allow employees to train on their time.
When it comes to training, timing is everything. Incorporating microlearning and digital training methods allow employees a sense of ownership and control over their roles. The current business world is on-demand, and accessible training is second nature for employees. The ability to access training when it is needed, rather than when it is provided, keeps productivity higher.
5. Recognize and reward good performance.
An organization that fosters employee growth and development will attract the best talent and maintain a strong and positive culture. Employee recognition is one of the most important factors in consistent engagement throughout an organization. You will also have a higher retention rate and lower turnover.
Use the L&D Tools You Already Have
Motivating and retaining talented employees is vital to every organization, and can be especially challenging when working remotely. This past year has provided several opportunities for organizations to rethink the way we work and live and has taken the digital L&D landscape to new heights. There is no reason to buy all the new fancy bells and whistles to get the job done well. First ensure that you are making best use of the systems you already have in place. Consider social and collaboration platforms like Microsoft Teams and Slack. These platforms provide ideal environments for employees to learn with and from one another and has several advantages, including bringing learning more into the workplace. Here are some other benefits:
- Your learning environment is not constrained by an LMS or platform for more traditional training approaches. Using social and collaboration platforms allows you to think outside of the box regarding metrics, success, and performance outcomes.
- You have the ability to encourage connections and engagement between employees, rather than primarily focusing on content.
- Your employees have the ability to learn from one another, by sharing knowledge and experience instead of just having subject matter experts present material.
- Employees can carry on conversation before and after training, through workflows and communities which creates a continuous, social experience for all.
Improve Your Training Impact
When it comes to supporting learning and development by providing suitable training across your organization, you will want to make proper use of existing platforms and technologies. The overall goal is for employees to utilize your training solutions to improve their job performance. Remember that employee experience will always impact performance. It is a crucial time for L&D leaders and managers to step up and understand their employees and what motivates them. Today’s fast-moving business world calls for organizations and their employees to acclimate to changing circumstances regularly, and to always be learning.