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A Message Concerning the Corona Virus

Jigsaw Interactive Steps Up During Coronavirus Emergency by Giving Their Intelligent Virtual Classroom Software to Schools

We are in the midst of a health crisis with a growing number of confirmed cases of COVID-19 here in the US.  It is affecting millions of people around the world and the numbers increase daily. China, Japan, South Korea, Italy, France, Germany, Iran, and others are taking emergency actions to prevent the disease from spreading further.  Schools and universities are working to identify emergency response plans that include ways to provide a live classroom environment without putting students at risk. The fear and disruption of everyday life is causing a lot of anxiety.

 “I know there is a lot of anxiety as we all make preparations to handle this emergency health crisis. I am in awe of the diligence, commitment, and courage shown by the health-care professionals who are treating those directly affected and the professionalism, leadership, and expertise shown by those in charge of preparing the public. It has been nothing less than inspiring to see our communities work together as they should.

At Jigsaw, our goal is to change how the world learns and collaborates. Technology allows us to quickly modify how we connect.  Using Jigsaw’s virtual intelligent classroom offers teachers and students the ability to have live classes without the risk of infection at a time when it’s important to err on the side of safety.

We, at Jigsaw, believe that supporting our communities is part of our social responsibility. As an organization focused on providing the best virtual classroom experience, we continuously strive to ensure our communities’ needs are met.  At a time when school administrators need to quickly respond and find a way to maintain critical class time, Jigsaw is committed to helping our schools by giving them our virtual classroom software as we navigate this epidemic together.”

-Josette Fleszar, CEO
Jigsaw Interactive

Brick and mortar schools are prime locations for the transmission of viruses but when they are closed, even temporarily, there is a disruption in students’ education. While some schools may use an online program as an alternative, these options require students to be self-motivated and to work in isolation.  The disruption to the normal classroom environment can cause students to fall behind.

Jigsaw Is Giving Schools Their Virtual Classroom Software to Help Them with Emergency Preparedness Plans.

Jigsaw Interactive is giving our intelligent virtual classroom to all brick and mortar schools to use from today through the end of the 2019/20 school year. Along with the many teaching/learning tools that Jigsaw offers, all schools will receive training and technical support during the program offering.

Jigsaw Interactive is the only fully functional, multi-dimensional HTML5/WebRTC virtual learning and collaboration software. That means it’s easy to use, secure, does not require any downloads and works on a wide variety of devices and all modern browsers.

To take advantage of this offering please contact Jigsaw Interactive at 877-571-0004 ext. 1 or email us at or

5 Common Causes of Decreased Employee Engagement

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.

Poor On-The-Job Relationships.

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.

Lackluster Employee Recognition Programs

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.

No Opportunities for Development

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.

Lack of Management Transparency

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.

Culture is Not Offset By Perks

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.

How Improved Training Can Offset Employee Dis-engagement

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. 

3 Benefits of Increasing Employee Engagement Through Learning and Development

The Importance of Learning and Development

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.

Employee Retention

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. 

Secures Skills Within Your Company

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.

Employee Loyalty

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.

Measuring ROI in Corporate Training

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.

How to Measure ROI in Corporate Training

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.

The Role of Big Data

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.

What’s the Benefit of Measuring ROI?

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.

Training to Improve Productivity

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.

What an Effective Training Program Looks Like

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.

How it Improves Productivity

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.

How Reduced Turnover Correlates to Effective Training

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.

How Training Decreases HR Liability Risk

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.

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