Personalized learning strategies are no longer an option, they have become a necessity. Corporate leaders recognize the influence technology has on their employees. What tools were used to train before now bore employees because they expect and need more.
Research backs this up. Humans reportedly now have an attention span of just eight seconds, causing training effectiveness to be an elusive goal.
To navigate these challenges, aware HR teams are turning their energy towards personalized learning strategies. Leveraging this strategy can save your company time and money while providing tremendous benefit to your team.
Personalized learning offers a variety of benefits including targeted learning, customized methods, and increased engagement.
Personalized strategies deliver targeted knowledge based on the individual’s abilities. By taking a pre-test, for example, you can see where your employees stand and what they require to absorb the information you need them to.
Customized strategies help you address learning styles. Undoubtedly, your company will have some individuals who are kinesthetic learners and others who prefer visual or auditory learning. Personalized training offers different ways to take in that training in a way that works for them. This is a simple, yet effective way to create a personalized learning experience for your employees.
Increased engagement is another benefit of using personalized learning. Personalization increases engagement by tracking what works best for your employees. Understanding what they want and need improves their engagement levels.
Now that you know the why behind personalized learning, the next question is how to maximize its effectiveness. There are multiple ways to provide training using this method and different areas you can use it for, especially within corporate learning.
On-demand content is one area that is particularly useful. Nowadays, learners expect to learn at their own pace. Personalized training works because it offers options like on-demand learning. Instead of demanding your employees to follow a set schedule, on-demand training options provide flexibility.
Personalized training also provides managers with critical learner data that identifies skill gaps and aids in the preparation of customized training programs.
Additionally, personalized training can also contribute to socialization within your organization. Collaborative learning promotes communication and engagement between employees, giving you stronger teams in the process.
Ideally virtual instructor lead training (VILT) blended with some on demand content review provides companies and employees a solid approach to the many training needs of their teams.
Another key to personalized training is growth.
As your employees stay with your organization, their skills and requirements will change, and so should your training information.
Choosing training modules that allow for flexibility and functionality for your employees produces higher quality results.
Make your training match your employee’s evolution for increased training effectiveness.
Forcing your employees to complete irrelevant training will guarantee low completion rates and engagement. And one-size-fits-all learning overlooks the role the learner plays in the process.
The good news is, personalized learning does not have to be overwhelming. Time and again, customized learning strategies have proven to increase training effectiveness and employee engagement.
With the right tools and approach, your organization can thrive with properly educated employees.
Engagement is a key focus for HR departments. Employee engagement is a global problem that costs companies hundreds of billions of dollars.
The causes of employee disengagement aren’t cut and dry. The top drivers of employee engagement can be mitigated by HR and management strategies that involve the employees.
Understanding some of the common causes of decreased employee engagement and addressing these can help minimize this challenge for your company.
Work experience is critical for employee engagement. Data shows that only 24% of employees “feel strongly connected to their co-workers.” Many employees relate this disconnection between themselves and their co-workers to management.
Managers who fail to create an environment where cross-functional relationships can thrive only increases separate between departments. Team building seems to be missing the mark. According to the same survey, just 27% of employees think their company does a great job of building and strengthening a team environment.
Building a strong and collaboration relationship between employees is critical to employee engagement because it enhances the working experience.
Unfortunately, few employees feel their company values them. So why continue to work hard if no one seems to care or notice? Studies repeatedly show that employee recognition programs increase engagement.
Employees frequently report that when management recognizes their hard work, they will continue to strive for excellence in their job so the company experiences a substantial increase in engagement.
There are countless ways to implement an employee recognition program, including providing a rewards program based on the personal preferences of your team along with company and public recognition.
Approximately 50% of all managers believe they provide plenty of opportunities for professional growth and development for those who report to them. Howevr, less than a third of employees feel their managers provide these opportunities.
Boosting engagement through professional development opportunities starts by understanding your employees’ career goals. That can only happen if you’re talking to them. Check in with your employees periodically to see what they want and how they feel about where they are in the company.
Employees are looking for training opportunities designed to help them grow and advance. Depending on your employees, upskilling is an excellent opportunity for stronger engagement and employee retention.
Want a one-way ticket to kill morale? Then don’t be transparent.
Employees agree that dishonest and less than direct management has a very negative impact in the workplace. They consistently report that management is not forthcoming with information that helps them understand critical components of what’s happening in the company.
When management fails to provide employees with the information they need to thrive in their job and understand where the company is going, employee engagement will decrease.
Measurable factors such as health insurance, salaries, and workplace perks rarely influence employee engagement.
The top drivers of employee engagement have more to do with the work environment and how employees feel valued.
Enjoying work, company culture and an environment that supports career goals are far more important for employee engagement. Companies need to focus on building a strong and supportive culture.
Each of these issues has one common theme —they can be improved through quality and effective training.
Quality employee training plays an important role in socialization between employees and it fosters an environment for healthy expectations and desires. When employees’ desires are fulfilled through an understanding of what their organization has to offer there is an increase in engagement.
Training drives employee investment, helps them see where they fit in the organization and empowers them to excel. Building dynamic training programs designed to engage your employees during training will increase employee engagement and strengthen employee retention.
Companies know the value of investing in employees. You’re only as good as your worst salesperson, which is how training can enhance your business and help it rise above the crowd. Anything that aids your employees in doing their jobs better helps your business.
While enhanced productivity is an obvious benefit of improving your employee’s skillsets, a less obvious benefit would be improved employee retention rates and a higher level of employee engagement.
Consider the following three other benefits of increasing employee engagement via L&D.
The costs of replacing an employee is expensive in both time and money. The cost of losing an employee includes losing the knowledge of that employee, the productivity of that position, the cost of hiring another and the cost of training a new hire. An effective training program helps improve the productivity, confidence and commitment of employees. Instead of feeling they are isolated and ill prepared for their job, they feel empowered and connected to the company.
Learning and development programs also aid in attracting and hiring top-tier employees. The best programs build loyalty by making employees feel valued and important. Employees who feel they are valued by the company are less likely to leave.
Offering an employee development program can give your company a competitive edge. The better talent you secure, the better your business or sales team will be. Building your corporate culture as one that values and recognizes employees is invaluable. You will reap huge benefits because you will attract the top talent that will subsequently improve your overall bottom line, reduce employee turnover and create an environment of positive employee engagement.
A dynamic learning and development strategy can reap huge benefits for an organization.
While you can reduce employee turnover it’s inevitable that you’ll have some key employees leave. It’s critical to upskill your all employees so you are prepared to internally replace those key employees from within. Offering employees well designed training and mentoring programs prepare them to step into these roles when you need them.
Failing to prepare your employees can cause serious operations problems for your team. It can also leave employees feeling less than excited about your business, reduce productivity and employee engagement and create a higher level of employee turnover.
This process is called succession planning. When an organization focuses on the continuity of development, they can prepare for events that might halt the flow of business.
By building a succession plan for your key roles through effective learning and development programs that engage high performers your organization will be well prepared.
Securing employee loyalty is made much easier through high quality learning and development programs. Employees that are engaged and feel challenged are less likely to leave.
Engaged employees are more committed to the success of their team. Their commitment to the organizational mission also secures loyalty for the long term. Employees who report high job satisfaction and feel valued by their employer have a far lower rate of absent days resulting in increased productivity. Employees who miss work consistently is a sign that they are not engaged which leads to lower productivity, low quality work and a high probability that employee will leave.
An effective employee development and retention plan will have exponential value for companies.
The world’s top performing business leaders understand the importance of properly evaluating the Return On Investment of corporate training programs. To thrive in business today, training must be done effectively and efficiently.
Understanding the return on investment for employee training can aid in making better business decisions and can quickly strengthen a team and employee engagement.
While it may be appealing to have a simple formula to measure training analytics quickly to make clear cut decisions, the process is more complicated.
Despite this, measuring ROI for L&D is critical.
The first step in measuring the benefits of corporate training is to ask questions long before you launch your training program.
In an ideal world, an executive from your HR team will help create your corporate content. However, more is needed for maximum results.
The individuals you’re educating should also be involved in guiding the content. Research consistently reveals that adult learners can only absorb information if they have a compelling reason to do so.
Start by taking a survey to figure out what is on the hearts and minds of your learners. Then incorporate those preferences into your learning sessions.
The next step is to measure their engagement in your training sessions.
Utilize immersive learning tools and various assessments to see how your learners are engaging during training. This gives you real-time access to their experience with your program.
Finally, ask the right questions during training. It may be tempting to ask standard follow up questions, but it is far more effective to use deep learning questions to get to the heart of their experience.
Create scenarios and ask your learners what the next best step would be, then have your learners rank one another on their response. This encourages them to put their responses into real-world situations.
Stay innovative in measuring ROI for your training programs and don’t hesitate to adjust your strategy for better results.
Of course, without big data, it is difficult to measure just about anything these days. Setting aside a significant budget for Measurement, Evaluation, Metrics, and Analytics (MEMA) will aid in exploring just how valuable your learning and development programs are.
Evaluation is everyone’s responsibility and tracking how your team members are functioning within their roles benefits every level of your company.
Big data capture is complex, and large data sets reveal patterns that affect your decision-making. It also measures the effectiveness of your current training program and can also suggest changes to improve it. It can even decipher the relationship between training and employee retention.
To put it simply, your big data budget could very well hold you back from long-term benefits waiting to reveal themselves.
Corporate management often sees training programs as cost centers, but if training outcomes are married to business outcomes a positive impact on performance and productivity are worth the investment.
An understanding of the ROI of learning and development can help HR departments invest intelligently, predict the evolution of employees, and increase productivity more effectively.
Additionally, looks like the biggest blind spots can actually be covering hidden problems associated with coaching, mentoring, and employee morale.
In the end, you don’t know what you don’t know, and measuring the ROI on your corporate training strategies can help your organization create a streamlined training approach that works.
The importance of training and development is not to be overlooked. Unfortunately, training budgets are the first ones to get cut. But investing in employee development can manage liability risk, reduce employee turnover and improve productivity, increase performance and helps attract and retain the highest qualified employees. It can also improve the bottom line and strengthens your entire organization.
Let’s explore how effective training can lead to better productivity, employee turnover, and manage liability risks. But first, here is what an effective training program entails.
An effective training program will include the performance and behavioral expectations right from the start of employment. These expectations are beneficial in mitigating risk and maximizing productivity.
A training program should also have clearly identified goals from the outset. This sets reasonable expectations for your employees and your learning and development team.
Another component of an effective training program is quality training materials that work for your employee’s learning styles. Audio, visual and kinesthetic learners require different materials to successfully absorb the information. Today’s learners require more engagement and a mixture of different content designed to offer a learning environment driven by action and participation.
By building a training program built for your employees, you can maximize your training investment.
Now let’s dive into what type of Return On Investment your company can expect from an effective training program.
Most of us would agree, there is little worse than not knowing what to do on your first day on the job. You feel frustrated, confused and lost. Productivity is non-existent your first couple of days.
Employees need to fully understand the expectations of their job along with what their managers need from them. Onboarding and new hire training definitely increases their ability to be productive quickly while building their confidence in what they are doing . This is such a critical time because it also sets the stage for them to beome a highly engaged employee and valuable part of the team.
Employees that are engaged with their jobs are more productive and produce higher quality work. This also creates an environment of high employee satisfaction and retention. Companies can improve productivity through consistent and dynamic training programs.
If you want to increase productivity, give your employees a new sense of purpose by improving their skills and increasing their confidence and job satisfaction.
Reduced turnover is linked to effective training. Productivity and employee satisfaction also match up with a reduced turnover rate. When a company invests in the employee, the employee feels valued and cared for. This improves employee satisfaction and motivation. It also greatly reduces the risk of losing that member.
Companies fair better by investing in their current employees than they do if they have to hire and train a new employee. It costs an average of $11,000 to fill one position, making the cost to train an easy alternative.
Employees would rather be trained and productive than go through the process of finding another job. If they get the right training, they feel more committed and valued which in turn builds loyalty. That loyalty is priceless and ultimately allows companies to retain their qualified and highly productive team.
With the high cost of employee disengagement at ($260B) per year (Patrick please put the right number in) and the average per employee cost of training at ($1,100) per year, companies should look at the value of a small investment in training against the cost of having a disenfranchised team member who is not highly productive and can have a negative influence on others.
Regardless of the industry, HR and Sales team will be subject to regulatory and legal requirements. Companies risk serious fines and liability by failing to properly train employees. This can come in the form of a less-than-desirable financial outcome, fines, or even lawsuits.
A proper training program can serve as a defense against these scenarios. Well executed by your HR or training group, a training program can be the only thing standing between a company and serious financial burden and litigation.
Maximize your talent, protect your business, and reduce employee turnover by investing in effective training programs for all employees.
We have answers anytime - give us a call.
We can help. Fill out a simple form and we’ll be in touch soon.Connect Me
Rotate your device 90° to view site.