When you’re looking for ways to get employees more invested in their roles, it can seem like most suggestions revolve around the long game. Sure, we tout mentoring as an awesome way to increase engagement, but building relationships don’t happen overnight. Still, it is possible to start now—like, right this minute—to help build up employee engagement and create an all-in workforce without the wait. Here are four things you can do today to get started.
Sometimes when you’re really absorbed by a topic (like sales training), you can get slowed down in the bogs of the interwebs, trying to find enough information to satisfy your craving for learning; but what happens when you’re out of viable links and are already on the second “O” at the bottom of the page?
There’s nothing quite as heartbreaking as assuming that your course is ready for launch, only to find out that errors and bugs are standing between the learners and the information they need. Whether you programmed your digital learning in-house or you hired a digital learning vendor, you’ll need more than fanfare to make sure your launch brings learners the training they need. Follow these tips to make sure it all goes smoothly on your LMS:
Anyone who works in HR or L&D management can tell you how heartbreaking it is to onboard, train, and see an employee succeed—only to have them poached by another company. But why do some companies seemingly hemorrhage employees while others engender incredible loyalty?
GE CEO Jeff Immelt made waves when he announced in late 2016 that every new GE hire–whether they’re in marketing, product design, programming, operations, finance, or any number of the tech giant’s departments–would learn to code as part of their onboarding process. But why? Isn’t that why you hire programmers?
We’ve talked about the best way to create a personal learning environment and how to create a company culture that embraces training. But when talking about actual, physical space, the discussion shifts a little. While the cultural tone and the availability of digital learning can definitely enhance a learner’s experience, the way your space is set up could be a help–or a roadblock.
When your typical training tactics start to feel a bit stale, it’s tempting to try and bring in new technology to remedy the issue. But sometimes, what could seem like a solution could actually compound the issues you’re having, like learners who are unenthused and disconnected.
If the golden rule is “do unto others as you would have them do unto you,” then why are so many learners forced to go through mandatory training that only serves to benefit their organization? Sure, improvement on a company-wide level is important, but it can also seem self-serving–and not for the individual.
Forgive us for quoting Spiderman, but the (admittedly gimmicky) saying goes that with great power comes great responsibility and that’s never more true than when it comes to technology. With the entirety of human knowledge just a few clicks away, it’s easy to fall into a trap where you let the tech do the talking. Big data, online resources, and social media often take the place of solid analytics and a personal touch.
When you’re on the hunt for a digital learning vendor to help you create, refine, and curate better training, you probably know some of the important things to look for: A robust portfolio of clients or an organization that will listen to you and create the learning you’ve envisioned. But while you’re turning over each proverbial stone to find the vendor best for you, you might be missing some of the key factors. By vetting a vendor fully, you’ll find the learning company that gives you the best results. Consider these factors before beginning your search: