Employee retention is a key element in ensuring the success of an organization. Having a workforce that is engaged, committed, and aligned to organizational goals is vital in helping organizations achieve their business goals.
The investment on employees’ professional development (learning and performance improvement) helps organizations retain talent and get more committed employees.
To achieve this mandate, L&D teams and business units must adopt a proactive approach for professional development of employees (learning and performance improvement) and aligning it to clear growth plans. With this in place, they can achieve reduced employee turnover, higher productivity, and a more engaged workforce.
I consult organizations across the world in their endeavor of “learning transformation” as they re-evaluate strategies that can aid them in improving their mandate of employee development. I have shortlisted the cues from these sessions and here are my recommendations that are easy to use and will help you set or strengthen a foundation that will support employee learning and performance improvement.
My first recommendation as you look at strengthening the foundation to support employee learning and performance improvement is to take a step back. Re-align your overall learning strategy and training delivery through a Learning and Performance Ecosystem based approach.
As you would notice, the employee is in the center of the Learning and Performance Ecosystem. This is the model we use at EI Design and will certainly help you foster a culture of continuous learning in your organization.
Step 1: To create a professional development model that will create the right impact, you need to incorporate several measures (not limited to training alone) that:
Step 2: To retain the connect and keep the learning active throughout the year to help employees, provide learning pathways that offer learning aids. These could be used to help employees:
Step 3: Integrate additional measures (beyond online training or self-directed learning) including:
Step 4: This is the most crucial step to assess the impact of what you have done so far. Have scheduled connects to assess the progress and impact of the training.
This should focus on the impact of the training on employee performance improvement or behavioral change. Based on this analysis, you can identify remediation or focus on further growth areas. This should give you the requisite insights on improving what you had established during Steps 1, 2, and 3.
You need to select formats and strategies that are aligned to what the learners want and what L&D teams want to see as the desired impact. Let’s look at both sides of the picture before I share my recommendations.
They want learning experiences that are:
The learning strategies should:
I hope this article provides the cues you can practically use to set or strengthen the foundation that supports your employee learning and performance improvement mandate.
If you have any specific queries, do contact me or leave a comment below.
The Service You Are Interested In *elearningmlearningGamificationMigration of Flash to HTML5MicrolearningSocial LearningInteractive VideoMobile AppsBlended LearningLocalisationResponsive Learning PortalsReporting and AnalyticseBridge Review TooleSpace – Platform to enhance ILT/VILT deliveryContent CurationOthers
How Can You Measure The Learning Effectiveness Of eLearning Courses And Create A Positive ROI
Creative Instructional Design Featuring 7 Learning Strategies That’ll Work For You
Why Microlearning Based Training Is Trending
Using Social Learning to Foster Collaborative Learning
ROI On Training – How Can You Measure It And Maximise It?
Is Outsourcing Of eLearning Content Development Right For You?
How To Evaluate The Right Partner To Outsource Your eLearning Content Development
What Is Gamification And How Can It Enhance Corporate Training?
Why You Should Adopt Gamification For Corporate Training
Flash To HTML5 – Essential Toolkit For Successful Migration