Spending time with employees pays off—not just for them, but for the leaders and the entire organization. The question of how much time can be explored in a Fast Company post, “Why Managers Should Spend Exactly 6 Hours A Week With Each Employee.” But here at ELM, we’ve found that it’s not necessarily quantified time that’s made the biggest difference—it’s qualified time.
If you type “difference between leadership and management” into Google, you’ll come up with about 4,000,000 results with business information leaders like Harvard Business and Forbes at the top giving many, many tips on how to be a better leader versus a manager. Type into Pinterest “leadership quotes” and you’ll be scrolling for hours.
Corporations, desperate for skilled labor, are searching all over the world for anyone who can think outside the box. The problem is, all of the ping pong tables, free lunches, and incentives in the world may attract the top talent, but it doesn’t make them stay. What’s the point of hiring innovative people if you put them into an environment that kills creativity? The only thing that keeps skilled millennials around is a culture built on transparency, mentorship and trust.
Performance Mangement is getting a lot of attention these days as more and more companies begin to realize that their current process is outdated or inefficient. Many of our clients have come to us looking for a new solution to their outdated, traditional performance reviews, that do not address many of their constant pain points like:
It’s a startup tale as old as time: a new company gets funding. The New company overspends funding on unnecessary stuff (i.e. employee benefits that don’t work). The New company loses funding and becomes a Silicon Valley cautionary tale.
Think about the time you took the written test for your driver’s license: You were probably nervous, with the sweaty palms and weak knees to prove it. You might have felt unprepared because no matter how much you studied, you were left completely at the mercy of a pass or fail grade at the end for whether or not you got your certification.
Voiceovers are a lot like design: you only really notice it when it’s bad. That’s because a good voiceover is so seamless that it becomes an integral part of your digital learning, instead of sticking out like a sore thumb. Voiceovers that are condescending, boring, or even a little too homemade can turn learners off and make them focus on anything but the subject matter. Hiring a pro might sound pricey, but in the right circumstances, it’s an investment you’ll need to make. Consider these factors before you start recording:
We’ve worked with companies large and small, and one of the most common questions we get isn’t about content or delivery; it’s about timing. That is when a company should transition from small scale training efforts into the big leagues of custom content and digital learning solutions. This is when to make the digital learning investment.
We recently surveyed 100 US-based L&D leaders to find out what’s on their minds for digital learning in 2017 and found some interesting trends based on their plans for the upcoming year. But while we learned a lot about trending topics, we stumbled across some interesting findings regarding the number one factor in L&D success. No, it’s not a huge a budget or better technology: its leadership buy-in.
As far as the education technology industry is concerned, there were a lot of years where it stayed on the backburner. While companies plowed their money into marketing or software, training was usually deemed sufficient with a few videos or a long-suffering module that hadn’t been updated in years.