Category: Corporate eLearning

How to Create a Culture of Continuous Learning in Organizations

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Learning is a continuous process that breathes life into organizations, propelling them toward growth, innovation, and adaptability. Fostering a culture of continuous learning is a strategic imperative. In a world where the only constant is change, skill development is a daily pursuit. As a matter of fact, according to LinkedIn’s research, the skills that are in demand today were not even relevant three years ago. Moreover, it has been estimated that 93% of employees admit to staying longer at a job where the company invests in their career development.

This commitment towards skill enhancement and creating an environment where the pursuit of knowledge is revered not only empowers individuals but also positions the organization at the vanguard of innovation and progress.

Continuous Learning Culture: A Brief

Continuous or ongoing learning is the process of acquiring knowledge throughout one’s life beyond formal education. An efficient organization is dedicated to creating an environment that not only grows in terms of profit but also results in the growth and development of each employee. Employees are constantly encouraged and empowered to attain knowledge and new skills in a continuous learning culture.

Why is There a Need to Create a Culture of Continuous Learning?

A continuous learning culture is an indispensable part of today’s business landscape. It has been estimated that employees who learn while on the job are 47% less likely to be stressed, whereas 39% feel more successful and productive.

A culture of continuous learning equips employees with the agility to adapt to new challenges, embrace emerging technologies, and stay ahead of industry trends. It fosters innovation by encouraging individuals to explore diverse perspectives and experiment with novel ideas. Furthermore, such a culture enhances employee engagement and retention, as individuals are more likely to feel valued and motivated when provided with opportunities to develop their skills and expand their horizons. In a global marketplace characterized by constant change, organizations that prioritize continuous learning not only future-proof their workforce but also position themselves as pioneers in their fields, ready to seize new opportunities and confidently navigate uncharted territories.

Ways to Create a Continuous Learning Culture

One can incorporate a continuous learning culture in a few simple ways, like:

Identify Skill Gaps

Before implementing a culture of continuous learning, managers must analyze and identify the skill gaps that prevail in the organization. Following this, they can develop upskilling and reskilling strategies that align with the organization’s vision.

Provide Employees with New Opportunities

Providing the employees with the space and access to seek out new opportunities is a sure short way of fostering continuous learning. This may include giving them the freedom to put forth their opinions in team presentations and providing them with opportunities for skill development to help them stay ahead of industry trends. One can offer employees learning opportunities through various channels, including on-the-job training, workshops, conference participation, and online courses.

Offer Constructive Feedback

In order to make learning an ongoing process in the organization, it is necessary to provide the employees with constructive feedback. Constructive critiques guide individuals in understanding their areas of improvement, inspiring them to enhance their capabilities continuously.

Appreciation for Learning

Managers can instill a mindset of learning as an enjoyable experience. Recognition and appreciation for the pursuit of knowledge create an environment where learning is deeply cherished. Celebrating employees’ dedication to their ongoing development reinforces the significance of learning in the organization.

Merging Enjoyment with Learning

By integrating elements of enjoyment and engagement into the learning process, organizations can make learning more appealing. Combining education with enjoyment inspires greater enthusiasm for skill enhancement and knowledge acquisition.

Stay Ahead of the Curve with a Continuous Learning Culture

From developing future leaders to facilitating innovation, a continuous learning culture is the compass guiding organizations toward the future. According to Forbes research, 55% of employees believe career growth is more important than compensation. Ongoing learning impacts individual growth and allows the organization to stay ahead of the competition by keeping in line with industry trends. As the world reshapes itself daily, remember this: a culture of continuous learning isn’t just an investment; it’s the beacon that lights the path to a brighter, bolder future.

At Integra, we help L&D teams achieve excellence through our custom eLearning and microlearning solutions. For more than a decade and a half, our learning solutions team has supported L&D teams across the diverse industries achieve positive outcomes on their training intervention. Contact us to know more about how we can propel you in achieving your L&D goals!

From Potential to Proficiency through Upskilling and Reskilling

Posted on by aashish-dev

‘If knowledge is power, then learning is a superpower’- a well-said statement that prevails true in the disruptive business workspace. Learning is more than a retention measurement; the corporate sector is gradually realizing the potential of learning and development and how it can contribute directly to business outcomes. Today, organizations, to stay ahead of the curve, must keep up with the changing dynamics. As a matter of fact, it has been estimated that by 2025, approximately 85 million jobs may be displaced by automation.

In the face of this technological revolution, upskilling and reskilling have become imperative for employees to remain competitive and relevant in their respective industries. The responsibility for fostering this transformation lies with Corporate Learning and Development (L&D) departments, which are pivotal in equipping employees with the necessary skills to thrive in the ever-evolving professional landscape. The global war for talent is only going to become fiercer for organizations across industries when new capabilities are needed driven by automation and other technologies. In this context L&D’s scope goes beyond training and would become a business-critical function as skills demand-supply gap widens.

Upskilling and Reskilling: Efforts by Corporate L&D

Statistically speaking, approximately 59% of corporate learning and development professionals consider upskilling and reskilling a top priority. From filling in the skill gaps to staying aligned with the constant upgrades, upskilling and reskilling can do wonders. Listed below are a few ways in which corporate L&D can upskill and reskill employees.

Creating a Continuous Learning Culture

Creating a continuous learning culture is one of the best ways to upskill and reskill your employees. This involves instilling a mindset of ongoing learning and professional growth among employees. Integrating learning and development with performance feedback reinforces the importance of continuous improvement. Regular discussions on skill development and growth areas during performance appraisals help employees understand the significance of ongoing learning. Moreover, employees can be encouraged to attend career-related webinars and seminars that may help in their personal and overall growth.

Familiarization with New Trends and Technologies

Despite most technologies’ positive impacts on jobs over the next five years, employers predict a 23% structural labor market churn. Therefore, corporate L&D must conduct regular trend analysis, provide specialized training to educate employees on new technologies, and encourage experimentation with new technologies and innovative practices to foster creativity and adaptability.

Fostering a Growth Mindset Among Employees

A growth mindset is a belief that intelligence and abilities can be developed through dedication and hard work. L&D teams can promote a growth mindset by:

  • Organizing workshops and sessions on growth mindset: Training employees to embrace challenges, persist through setbacks, and view failures as opportunities for learning and improvement
  • Recognizing effort and progress: Celebrating employees’ efforts to learn and improve rather than just focusing on the outcomes
  • Facilitating career advancement and encouraging upskilling/reskilling among all employees by providing comprehensive information on growth opportunities and the essential skill sets required.

 

Focus on Bridging Current Skill-Gaps

As per a McKinsey report, approximately 87% of CEOs are witnessing skill gaps in their employees. Identifying and eliminating this gap should be one of the top agendas for the L&D function. This can be done by conducting skill gap assessments to identify current skills and customizing training programs to address specific skills. Implementing these strategies is not where the task ends; many organizations leverage certain metrics to track the impact of these L&D interventions to ensure employees benefit from the training investments which in turn meets business objectives.

Preparing for the Future with Upskilling and Reskilling

The role of Corporate Learning and Development (L&D) in upskilling and reskilling employees is a transformative force that can convert an individual’s potential to proficiency. In a world where technology is reshaping industries and job roles, adapting and learning new skills has become a critical survival skill. Corporate L&D plays a pivotal role in fostering a culture of continuous learning by equipping employees with the necessary tools and knowledge to excel in their current roles and prepare for future challenges. By embracing upskilling and reskilling as top priorities, organizations can future-proof their workforce and create a competitive advantage in the market.

At Integra, we help L&D teams achieve excellence through our custom eLearning and microlearning solutions. For over 15 years, we have been supporting L&D teams across the industry spectrum to design innovative and impactful digital learning programs. Contact us to know more about how we can propel you in achieving your L&D goals!

Maximizing Corporate Training Outcomes Through Simulations

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In today’s dynamic business landscape, the significance of effective corporate training cannot be overstated. The traditional methods of training often fall short of engaging the employees and translating theoretical knowledge into practical skills. Moreover, 70% of the employees feel as if they are not equipped with the skills required for their job roles.

 

Complex skills, such as critical thinking, decision-making, problem-solving, and effective communication, play a vital role in the success of individuals and organizations. In today’s business environment, employees need to navigate intricate challenges, adapt to changing circumstances, and make informed decisions in real time. However, Simulations is a powerful tool revolutionizing how organizations train their workforce.

 

By immersing employees in realistic and interactive scenarios, business simulations have proven to be game-changers, fostering experiential learning, enhancing decision-making abilities, and ultimately propelling corporate training to new heights. In this article, we explore how simulations can transform the training and learning landscapes and unlock the full potential of employees.

 

Simulations: A Brief

Before diving into the details of how simulations improve corporate training experiences, let’s understand what simulation-based training means. Business simulations provide participants with interactive learning environments where they can immerse themselves in real-world business situations and systems, fostering the development of industry-related skills. These simulations go beyond theoretical business principles, enabling participants to enhance their conceptual knowledge and evaluate their understanding of practical scenarios with virtual training.

 

Simulation training is based on experiential learning. The science behind this approach involves creating realistic scenarios that replicate real-world situations, allowing participants to engage in hands-on learning experiences. Experiential learning suggests that individuals learn best through reflection and direct experience. Simulations provide a safe and controlled environment where employees can actively participate and learn from their actions and consequences. By engaging in realistic scenarios, participants can develop skills, knowledge, and problem-solving abilities in a practical context.

 

The Boon of Corporate Training: Simulations

A report by PwC suggests that there is are approximately 51% companies that have either opted for VR or are in the process of adaption. Moreover, businesses believe that simulations based training is a more effective way to develop and train their employees. Listed below are a few intricate ways through which simulation improves corporate training.

 

A Safe Haven for Skill Development: Immersive and Risk-Free Practice Environments

In the corporate world, mistakes can be costly. Simulations provide employees with a safe space to practice and hone their skills without the fear of real-world consequences. By immersing individuals in real-world scenarios, simulations help them to make decisions, experiment with different strategies, and learn from their actions in a risk-free environment. This not only boosts their confidence but also accelerates their learning curve, as they can iterate and refine their approaches without the fear of failure.

 

For example, web-based or mobile-based simulations can be used to train nurses in trauma units. These simulations teach the nurses to handle high-risk situations in fast-paced environments while coping with the pressure.

 

The VR Revolution: Bridging Theory and Practice through Virtual Simulations

Virtual Reality (VR) technology has opened up exciting possibilities for corporate training. By integrating theoretical knowledge with practical application, VR-based simulations offer employees a unique opportunity to apply what they’ve learned in a highly immersive learning experience.

 

For example, a virtual simulation that replicates a manufacturing environment, allowing employees to operate complex machinery or equipment. By interacting with virtual equipment and performing tasks, participants can gain hands-on experience, develop proficiency in operating machinery, and understand safety protocols without the risk of accidents or damage to physical equipment.

 

Furthermore, to enhance the skill set of sales and negotiation, companies use virtual simulation where employees engage in sales scenarios, interact with virtual clients and negotiate deals. Participants can practice their persuasive skills, objection handling, and negotiation strategies in a realistic sales environment. This simulation enables them to refine their techniques and build confidence in their sales abilities. Companies like Vodafone have built a VR pavilion to help employees practice their presentation skills.

 

A PwC report estimates that the practice element of VR results in employees being four times more focused.

 

The Power of Collaboration: Building Stronger Teams through Team-Based Simulations

Corporate success often hinges on effective teamwork. Simulations provide an ideal platform for fostering collaboration, problem-solving, and decision-making skills within teams. By working together to tackle simulated challenges, employees learn to communicate effectively, leverage each other’s strengths, and develop innovative solutions. Team-based simulations create a dynamic learning environment that promotes synergy, trust, and cohesion among employees, translating into improved teamwork and enhanced productivity in the real-world work setting. Moreover, they help develop skills in project planning, task prioritization, communication, and teamwork, fostering an understanding of the challenges involved in project management.

 

For example, various companies use dialogue simulation as part of its training. These interactive simulations are designed to enhance soft skills and sales techniques. The main feature of these types of simulations is to allow employees to communicate with other colleagues in situations with different consequences.

 

The Future of Learning: Embracing Simulations for Effective Corporate Training

Simulations, when coupled with corporate training, act as catalysts for transformation, bridging the gap between theory and practice. With their immersive and interactive nature, simulations empower employees to step into the shoes of decision-makers, honing their skills in a risk-free environment. As the barriers of traditional training dissolve, simulations ignite a spark of innovation, fueling the growth of organizations and nurturing a culture of continuous learning. Let us embrace the power of simulations, for in their virtual realms, they unleash the potential for growth, equipping us with the tools to conquer challenges, unlock untapped potential, and pave the way to a future where learning knows no boundaries.

2023 Learning & Development trends you need to know

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Introduction

Linear career ladders of ‘learn, work and retire’ are part of a bygone era. Nations and businesses are currently facing geo-political, technological, social, economic and environmental changes all at the same time. In this milieu, organizations that do not foster a culture of continuous learning to overcome skill shortage will be left behind. Organizations must give skill development its due importance in order to capitalize on opportunities, stay competitive and future-proof their businesses.
As large scale job changes continue to occur across industrial sectors, future employment will mostly be skill and competency-based, and not solely dependent on academic knowledge. Amidst the impending talent shortage, businesses will have no option but to adopt workplace learning to bridge the skills gap. With automation making older job roles redundant, newer roles with intrinsic digital savviness are being developed that require a workforce that possess digital and other skills, along with core domain skills.

“eLearning shortens the pathway to skill building and is vital for a talent continuum for business 4.0 and industry 4.0 in the new economy.”
In the last couple of years, corporate L&D departments in large enterprises have managed to scale their key success factors in training. These companies are now using eLearning systems to benefit a wider employee reach than previously supported. More than 40% of Fortune 500 companies have, in fact, been using eLearning systems. IBM for example has gained sizeable savings estimated at $200 million through its eLearning investment. French retailer Carrefour has found eLearning a valuable solution for its time and mobility challenges. Chocolate maker Godiva’s visually rich gamification has earned it high ratings from its learners. Small and Medium Enterprises (SMEs) that have switched to eLearning have also found a great way to achieve scalability, agility and democratized learning at a fraction of the cost spent on classroom trainings.

Digital learning solutions find use cases across multi organizational functions like sales, marketing, HR, and requirements like technical and non-technical certifications, technical training, customer success, analytics etc. With hybrid and remote working here to stay, the biggest challenge for L&D professionals is to ensure a productive learning culture. Digital delivery of learning provides consistent and flexible learning experiences, and development opportunities on-the-go for employees, regardless of where and what time they work.

In this article, we give you a preview of significant corporate eLearning trends for 2023 to help you reshape and meet your eLearning goals in the year ahead.

Top 5 Learning & Development trends to watch out for in 2023

Innovation is the trending buzzword in business. Experiencing the benefits of eLearning solutions, L&D departments in large enterprises will continue to use them to provide lifelong learning opportunities, and to foster innovative thinking across all workforce categories. Small and medium businesses can take a valuable cue from them.
As eLearning solutions evolve to align with business and workforce requirements, let’s explore some common trends that are shaping-up learning and development in 2023, across industries.

Employee-Led Continuous Learning Culture

As the Great Reshuffle slowed and the job market cooled, LinkedIn Learning recorded its audience doubling this year at 7.3 million learners who watched their most popular videos. This is evidence of a growing trend that employees have been acquiring skills not just through formal organizational Learning & Development interventions, but also through micro credentials from MOOCs like edX, Coursera, Udacity and Unacademy. Organizations are beginning to recognize employees who acquire new skills through personal initiatives and are providing them with growth opportunities within the organization. In today’s disruptive environment, organizations can leverage this employee-led learning trend to improve business performance.

Blended Learning – The emerging go-to-choice strategy

The benefits of blended learning are manifold. It is highly flexible as it uses a variety of instructional delivery methods, improves learner engagement and retention rates, suits best for designing impactful learning pathways tailored to specific needs – more so in breaking down complex requirements to manageable training/learning blocks, and lastly improves ROI on training investments by reducing the total cost of training.
Due to its modular framework any part of the training journey can be adapted or modified to meet evolving needs. Blended learning strategy also helps organizations with limited L&D budgets. Organizations of all sizes and industries are benefitting from this highly productive strategy and this methodology is poised to become the go-to-choice for L&D teams.

Microlearning – Moving from Learning to Mastering

Two key factors to consider while structuring corporate eLearning modules are: 1.The attention time span, and 2. The time for internalizing learning. Learning nuggets with shorter durations and more learning segments ensure sustained learner interest and greater in-depth learning. L&D teams have found this to be an effective strategy to reinforce learning, and to enhance job performance. Organizations across industries use microlearning as an effective workforce performance strategy. Also, as microlearning helps L&D teams to get more done in less time, this strategy helps organizations respond quickly to disruptive changes by greatly reducing time-to-competency of their workforce in acquiring new skills.

Learning with Active Practice through Experiential Learning Strategies

Experiential learning strategies have always had direct and immediate impact in learning and knowledge retention. Emerging technologies like Augmented Reality (AR), Virtual Reality (VR), Mixed Reality (MR) and first-person game engines provide the right platform for transformative learning experiences. A more recent breakthrough is the ‘Metaverse’ that is finding transformative use cases among businesses, including training. By placing the learner at the center of learning and the participatory experiences, all these technologies foster improved learning efficacy. Immersive training strategies that use emerging technologies leverage many of the adult learning principles such as: learning by doing, past experience, practice, multisensory appeal and collaboration.

Data-Informed L&D Practice to Improve On-The Job Performance

The primary goal of the Training/L&D investments in any organization is to build a high-performance team with the right set of skills. A strong L&D strategy is a critical competitive advantage as it helps an organization’s readiness to respond swiftly to any foreseen and unprecedented disruption. Leveraging business performance data to an individual employee’s skill and performance level will emerge as a key trend in L&D. Organizations will invest in newer platforms like LXPs or leverage AI-enabled dashboards to analyze existing data even if it is distributed in various formats, across the organization. Learning analytics will bring in positive disruption to the L&D practice, and will become a key deliverable across all training investments.

Learn how key industries will manage talent risk in 2023 with eLearning

Gartner TalentNeuron data has revealed that the average number of skills per job is increasing.3 Businesses in several industries have been using interesting eLearning methods to meet their evolving skilling needs, especially in critical skill segments.

US President John F Kennedy once said that “Leadership and learning are indispensable to each other.” As on cue, several industries are empowering their workforce to not only be more productive, but also be an integral contributor to business value creation and business leadership. We’ve spotlighted a few trends in some key industries, that are on this trajectory.

Aviation

International Air Transport Association (IATA)’s optimistic outlook indicates a steady recovery across passenger travel and cargo traffic. IATA has also hinted at a return to break-even or even profitability for the aviation sector in 2023.
Unfortunately, spikes in labor and fuel costs are contributing to a modicum of turbulence and the sector is challenged to improve efficiencies to ensure a smooth recovery. The industry also has to confront critical challenges like labor shortages as civil aircraft manufacturers, airlines and airports envision growth. Additionally, they have to deal with new regulations, sustainable aviation, and the capability to incorporate new technologies and techniques to improve practical training.

New age training in aviation will continue its flightpath into 2023

Aviation is gearing up for the next era and will soon be on full throttle with a host of new technologies fast becoming part of the industry. It is a sector that runs on specialized skill sets for almost every role. We have explored a few interesting drivers that have inspired new age training in the sector.

New eLearning routes in Aviation
IATA had set the trend in providing live virtual classroom training, eLearning and self-study as digital learning methods alongside their traditional classroom, in-house training, and partner-taught classroom methodologies. Their blended learning techniques include online lectures that learners attend before class. Learners then undertake assignments and problem-solving activities inside the classroom. Education providers in the aviation industry could replicate this successful trend as it has been producing improved learning outcomes and more productive employees.

Tech-first training in the Metaverse
Simulated environments with Augmented Reality (AR), Virtual Reality (VR) and Mixed Reality have been a faster way for diverse trainee groups to achieve proficiency. Aircraft engineers, for instance, have been gaining a more in-depth understanding about the functionality of various aircraft parts through these immersive technologies. In December 2021, Boeing announced that it wanted to use the metaverse to build the ‘factory of the future’ and the next plane. The metaverse is expected to take virtual reality to a whole new level. L&D teams in the aviation industry will clearly need to upskill and cross skill aircraft engineers to meet manufacturing in the metaverse.

Creative thinking skills for modern CX
Airlines are now in a race to provide great customer experiences at every stage of a travel buyer’s journey, especially at the influence, inspiration and nurture stages. Eg. Emirates in a bid to influence buyers in their pre-purchase stage, offers an immersive, 3D and 360-degree view of carrier cabins, through web VR technology on its app. A host of tech trends are transforming CX in aviation – From contactless travel, super apps, biometrics, to digital identity, virtual queuing, and urban mobility etc., CX professionals have interesting times ahead as L&D teams provide them with skilling opportunities to provide travelers with superlative customer experiences.

BFSI

Banking and finance are an essential service for citizens and businesses. Having moved to virtual mode almost overnight with the onset of the pandemic, digital transformation has brought about a change in the required skill sets. New-age banking like neo-banking and fintechs are propelling transformation at traditional banks. BFSI businesses therefore had to resort to new L&D practices to create compatible workforces and maintain their competitive edge. So, what Learning & Development methods have banks and financial institutions been deploying?

BFSI businesses are banking on L&D to derisk and stay competitive

It’s a known fact that learners do not engage if the content is not captivating and the tools to learn are not user friendly. To meet this challenge, new L&D methods are being adopted by the industry, like microlearning, learning specific chatbots that are programmed for BFSI, and learner experience platforms. Banks are encouraging self-paced learning at the individual level, and ensuring compulsory learning at an organization level, by using a single platform. After creating contextual learning paths for employees based on their abilities, L&D has been deploying suitable multi modal learning like audio, video or interactive apps. Other L&D trends in the sector are:

Skilling to fortify cybersecurity
Customer data and bank data are the most sensitive assets for banks and financial institutions. Protecting this data has become a critical function for banks as cyber-attacks have grown exponentially, become more sophisticated, and bear a high cost of remediation and compensation to customers. The skills required range from technical to legal, customer relations, data management and governance. However, there is an acute shortage of such professionals, though there is a high demand for them. L&D will need to resort to re-skilling staff with the requisite skills, to fill the gaps, if they are unable to find and recruit the right talent.

Sales enablement for digital selling
Banking customers have transitioned from the physical to the virtual world thereby limiting branch visits. Sales teams of banks thus require a new set of customer acquisition skills to win customers. In the absence of face-to-face meetings, sales personnel need to excel at giving personalized banking advice or explain new product features and benefits to retail or corporate customers, convincingly. Such sales teams that work remotely with customers are benefiting from virtual classroom training and social learning – that facilitates peer collaboration.

Continuous learning to manage risk

Risk and resilience are center stage imperatives across BFSI institutions, especially after the financial meltdown in 2008. BASEL III norms for instance were introduced to strengthen supervision, regulation and risk management for banks. Enterprise and financial risk management are ever-evolving super-specialized domains that require highly skilled astute professionals. L&D will need to ensure continuous learning for risk management teams in the areas of risk assessment, risk management and reporting, through eLearning content and virtual classroom sessions.

Manufacturing

In a 2022 survey report by Manpower Group, 69% of employers globally are finding it a struggle to source skilled workers in high demand areas including manufacturing and production. In such a scenario a best practice would be to upskill and cross-skill the existing workforce to take on new roles and automate jobs that can be automated. Training has always been a challenge for manufacturing and the sector has been a laggard in adopting newer learning and development approaches. What will help is a shift in mindset from the ‘nice to have’ to a ‘need to have’ learning and development culture.

Gearing up for futurist manufacturing with skill development

Gartner reports that voluntary turnover in US manufacturing is likely to jump nearly 20% in 2022. Turnover in this sector is reportedly one of the highest across industries. However, workforce development opportunities and effective hybrid L&D methods can stem the tide. As the sector undergoes transformation with the pivot to Industry 4.0, we see how e-learning is trending as a necessity in manufacturing. eLearning also addresses sectoral supply chain and sales training.

Overcoming the impracticality of traditional training
Technical and non-technical employees when involved in co-structuring e-curriculums or eLearning pathways, result in a vastly improved impactful learning culture in manufacturing companies. This has also ensured higher engagement amongst their workforce, apart from improving their motivation and morale to learn. Some aspects of training are necessary in a classroom setting or the factory floor, while other aspects are more productive through eLearning modules. eLearning is proving to be a simpler and cost-effective way to educate the workforce on good manufacturing practices without disrupting production schedules. However, adopting the right learning platform is equally important. For instance, in manufacturing, Gen Y and Gen Z, prefer learning on mobile devices compared to a Gen X or older workforce.

Demystifying regulatory compliance
Manufacturing as a sector has to deal with new and frequent upgrades in compliances and regulations irrespective of industry category. For example – the manufacture of automobiles or even food production is governed by compliance. However, regulations and compliance frameworks can be confusing and difficult to understand. L&D has found that training when imparted differently for each employee category, is far more effective organization wide, to understand, apply and comply with changing regulations.

Skilling to manufacture sustainably
Sustainability has now become a business imperative with the clarion call for the manufacturing sector to follow scope 1, 2 and 3 GHG emissions protocols. Businesses have no option but to respond to the sustainability challenge. The need for low carbon manufacturing and industrial systems has compelled manufacturers to reinvent design, sourcing, processing, manufacturing, delivery and service. eLearning solutions is a great way to spark creativity amongst the older and newer workforce to bring out innovative sustainable solutions collaboratively.

Healthcare & Pharma

Though the industry is edging out of COVID-19, the sector is yet to overcome staffing issues, patient safety, non-COVID care, and cyber risk among others. The EIU Healthcare Outlook 2023 expects a rise in healthcare spending (public and private combined) by 4.9% in nominal US dollar terms, amidst high costs and wages. Digitization of the healthcare system has brought in a new realm of patient engagement and is expected to continue in 2023 as well. There will also be more investment in localized pharmaceuticals according to the report.

L&D – A booster shot for innovation in healthcare and pharma

Since the industry revolves around patient needs and care, people-centered learning makes all the difference. The industry needs key skills for sustenance and future resilience, and can close the skills gap through training. Let’s take a look at L&D trending in healthcare and pharma.

Learning in the flow of work
Learning is an integral part of healthcare and pharma professionals’ work. It is important to stay up to date and acquire knowledge on the advancements in the industry; but figuring out topics that matter requires much time and effort. The problem with traditional learning methods is that they don’t fit into the flow of work. Learners are often tired or busy at work to take the time out for training sessions or seminars. Hence, traditional classroom-based learning has been replaced by learning in the flow of work, through learner-driven social learning, microlearning, and gamification techniques. Learning in the flow of work is a game-changing intervention to train and upskill in this highly dynamic domain.

Coping with new tech
L&D teams in healthcare and pharma are reassessing and recalibrating skilling requirements in the industry. The rapid release of the emergency use COVID-19 vaccines is a case in point of new tech like artificial intelligence facilitating accelerated vaccine development. Likewise, the digitization of diverse domains in healthcare like telemedicine, appeals triaging, cyber security and revenue cycle management that impact providers, payors and patients need a new set of skills to improve productivity and stakeholder outcomes. eLearning methods like interactive whiteboards and video tutorials are gaining ground to impart learning effectively.

Improving patient care
With the intensifying focus on patient care and community health, emerging models for care delivery ascend, while the industry gets verticalized. Patient care is not exclusively practiced in the domain of hospitals, hospices and doctors’ clinics anymore. Different alliances are being formed in the healthcare supply chain for care delivery which have different complexities, whereas lack of service knowledge and inexperience with digital tools severely impacts patient care. Micro learning is trending in this sphere to equip healthcare staff with relevant technical and soft skills training to enhance care delivery whenever needed, even if it is remotely required.

Conclusion: Fueling an impact with innovative eLearning solutions

As the new year unfolds and businesses make headway to meet their strategic goals for 2023, Jack Welch’s famous quote is a good reminder, “It is an organization’s ability to learn, and to translate that learning into action rapidly, that will define its competitive advantage.”

Skilling will be the core currency of the labor market, says a World Economic Forum report – ‘Strategies for the New Economy Skills.’

L&D departments have been creating impactful learning far more easily by collaborating with and outsourcing their workplace learning requirements to eLearning solution providers. Corporate eLearning must be part of your roadmap to achieve higher levels of retention and internal mobility, while boosting motivation, productivity and capability building.

Unlocking the potential of employees by employing modern eLearning is clearly the best way forward to scale employee and enterprise value, maximize ROI for L&D, and earn better business outcomes.

7 Questions To Determine If Custom L&D Is The Right Choice For Your Future-Ready Workforce

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Is bespoke outsourcing going to improve your online training ROI? Or can you use pre-built solutions to cut costs, even if customization options are limited?

 

Is Custom L&D The Right Choice For You?

Is bespoke the best choice for your bottom line? Or should you stick with off-the-shelf solutions? If you opt for custom content development, you must then determine if outsourcing or in-house is more cost-effective, which leads to an entirely new series of concerns and potential risks. To put it mildly, online training planning, design, and implementation are not for the faint of heart. Tough choices need to be made as quickly as possible to bridge performance gaps and avoid compliance violations.

7 Questions That Will Help You Decide If Custom L&D Is Right For Your Business

1. Which Route Is Best For My Business: Pre-Built Or Custom-Tailored?

You may find that pre-built will suffice for certain aspects of your training strategy, while others require custom content. For this reason, it’s crucial to separate off-the shelf from bespoke tasks when developing your timeline and budget. Evaluate the pros and cons of both approaches for every phase of the project. Then decide which is best for your bottom line, employee engagement, and resource allocation.

2. Does My Team Have The Necessary Experience?

The mistake that many organizations make is overlooking the human element. They focus on crunching numbers and reducing implementation time. But they don’t account for their team’s workload, skills, or experience. Is your team able to take on the extra development assignments? Do they have the necessary tools and resources? Have they designed similar training tools in the past, or can you expect a significant learning curve? These are all questions you must answer to determine if in-house is even an option, to begin with.

3. Which Approach Is More Cost-Effective?

Now that you’ve considered human resources, you must move on to the figures. Does it make financial sense to develop content internally, purchase pre-built solutions, or outsource content? Hiring a bespoke eLearning company may seem like the most expensive option but look at the complete picture. It reduces your L&D payroll and results in faster implementation times. Plus, the outsourcing partner lends their expertise and talents, which improves the quality of the deliverables.

4. What Is The Scope Of The Project?

Large-scale projects that involve multiple training activities, modules, and JIT support tools may require a division of labor. For instance, 50% of the project is handed over to the custom content company, while the other half is handled in-house. However, smaller projects could be entirely outsourced, depending on the objectives and deliverables included. Defining the scope allows you to get a more holistic overview of the tasks and which approach will deliver the best ROI for each.

5. Which Tools Do I Need For The Task?

Bespoke eLearning providers typically have all the tools they require. They’ve built up their software library over the years, periodically replacing platforms that are outdated. However, you must bear the brunt of this expense if you decide to develop content internally. Which tools do you need to achieve the best outcomes? What are the setup and licensing fees involved? How long will it take for your team to master the features and improve functionality?

6. What Is My Online Training Budget?

Of course, you must create a realistic budget to determine if there’s room for custom content development. You may have to invest in off-shelf solutions for the time being. Or try to internally repurpose assets you already have. That said, outsourcing companies can help you improve resource allocation through training needs analysis and their niche expertise. They’ve worked with other cash-strapped clients. Thus, they know how to stretch it out and pinpoint the budget-breakers. For instance, the JIT repository is usually the culprit because employees are unable to bridge gaps quickly. Thanks to outdated resources and L&D negligence. The bespoke eLearning company helps you identify the trouble areas and improve the design to make your library more relevant and learner-centered.

7. How Much Control Does My Team Expect?

Your staffers may not want any say in the online training content. They already have enough on their plate, and they trust the outsourcing provider implicitly. Then again, your team may want to offer their feedback at crucial stages. The thought of stepping away makes them uneasy because they want to contribute to the design process. Here are a few tips to ensure that you retain control without stepping on anyone’s toes (i.e., the experienced bespoke eLearning provider):

  • Spell out everything in the contract to ensure you have the level of creative input that you desire. For example, you’re able to revise the content after each phase to incorporate your ideas/suggestions.
  • Set up regular meetings to share project updates and recaps. This also gives you the opportunity to verify the outsourcing partner is on track and is faithful to company values (and your design vision).
  • Choose a custom eLearning development company that prioritizes customer service and support. These online training designers understand that their clients have valuable info to offer. Thus, they welcome your ideas and utilize them to improve the finished product.

Conclusion

These questions can help you determine the best approach for your business. Meet with your team to disclose their concerns and see if custom-tailored solutions are the best L&D approach.

 

There are numerous benefits associated with custom eLearning development outsourcing, but only if you know how to navigate the challenges and avoid the most common obstacles. The key is finding the best custom learning solutions for your future workforce. This guide can help you find an eLearning content provider that specializes in your niche and understands your business needs.

 

Download the eBook Insider Secrets To Select The Best Custom Learning Solutions For The Future of Work for tips to find the ideal external partner for your program.

 

This article was first published in eLearning Industry.

Redefining Pedagogy through Advanced eLearning Techniques

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Initially, eLearning, which uses technology to deliver training and education, was considered a nice-to-have within traditional systems that focused on the book-based, classroom-oriented approach.

 

Now, technology has evolved to provide students or employees with increasingly engaging content experiences in their daily lives. This leaves employers and educational institutions with no choice but to provide similar experiences in their programs; making eLearning integral to education and training.

 

Let’s look at some of the latest technologies that can be leveraged for superior eLearning outcomes.

 

Virtual Reality

Be it a complete e-learning course or supporting material to the traditional curriculum, virtual training is today a key element of most training programs.

 

Virtual training is offered in numerous forms based on the program requirements. One such important virtual training technology is Virtual Reality (VR). In VR, the user is provided with a computer-generated environment where scenes and objects are embedded to make it look natural so that the user feels immersed in the virtual surrounding. A device known as the VR headset or helmet is used to provide this experience.

 

Virtual reality effectively uses various elements of e-learning, such as micro-learning, hands-on training, and personalization to provide learners with an enjoyable, fruitful experience.

 

Mobile Learning

Defined as an educational or learning experience acquired through personal mobile devices such as tablets and smartphones, in a Mobile Learning method, learning materials are gathered from mobile apps, social interactions, and online educational hubs.

 

Mobile learning is also an easy and effective way of training as it provides employees and students with personalized and convenient learning opportunities which they can fit into their schedules. More than 70% of the global population is found to be using smartphones, and it comes as no surprise that mobile learning is growing at a rapid pace.

 

Video-based Learning

During the pandemic, many organizations shifted to eLearning tools to fulfill their training needs. As a consequence, video-based learning has gained immense prominence. In 2022, approximately one million minutes of video content is being streamed or downloaded every second. This indicates the vast scope for video-based learning opportunities available today.

 

Gamification

Gamification can be defined as an attempt to enhance user engagement with a system, service, or organization by incorporating gaming elements into non-gaming environments.

 

Gamification also eliminates the monotony of conventional learning, and engages the learner through play, making learning and retaining knowledge enjoyable. Interestingly, many corporate organizations adopt gamification as their preferred learning platform.

 

Social Learning

With the advent of eLearning, learners can learn at their own pace anywhere, anytime. However, this is not preferred by all learners. Some people learn better in a group. They need to interact with others while learning.

 

The recommended eLearning approach for such learners is social learning. This mode of education includes forums, chatrooms, and file-sharing options between trainers and learners. Social forums also add a student report to track and understand how a student has engaged by asking and answering questions, and sharing knowledge with peers.

 

Social learning was most essential and widely utilized during the pandemic lockdown, and will continue to be useful.

 

Artificial Intelligence (AI)

AI is defined as the simulation of human intelligence processes by machines. It enables a computer system to learn from pre-built programs and apply the acquired knowledge to complete a task. This technology learns using math and algorithms.

 

Examples of AI include expert systems, Natural Language Processing (NLP), speech recognition, and machine vision.

 

Off-the-shelf courses

Most online learners will be familiar with Udemy, Coursera, and Futurelearn. These are some of the off-the-shelf learning platforms available on the internet. Off-the-shelf courses commonly have a repository of learning modules on various subjects. Popular universities also collaborate to provide such courses.

 

The pandemic period saw a surge in the demand for online courses. For example, Udemy reported a 425% surge in enrolment in April 2020, which shows the widespread acceptance of this learning methodology.

 

Key eLearning Strategies

While technology has taken a more central role in pedagogy, the strategies that underpin education and training delivery haven’t moved away completely from traditional styles. Rather, they are a blend of the old-style and new-age methods. How do we twin these two approaches? Let us take a quick look:

 

Storytelling

Storytelling is a traditional and effective way to help a learner achieve their goals. In eLearning, the storytelling technique is utilized to:

  • Grab the attention of learners
  • Mention anecdotes in case studies
  • Cite examples

Personalization

Personalized courses help learners to engage better. It is also one of the biggest strengths of eLearning, as the digital environment allows for creating learner profiles and customizing along the learning journey based on real-time feedback.

 

Micro-learning

In contrast to extended modules, micro-learning breaks down complex topics into small, standalone learning units. These units are easy to learn and can be viewed any number of times by the learner, anywhere, any time, and as many times as necessary. Technology platforms are ideal to deliver content in this manner.

 

Benefits of micro-learning include:

– Easy understanding through small manageable learning units

– Higher student reach and retention due to ease of access

– Better reinforcement of learning through repetitive access

 

Content Curation and Creation

A tried and tested strategy, any education or training content is a combination of two types: Created and Curated.

  • Created content refers to the content initially created within an organization or institution
  • Curated content is the one acquired from trusted sources relevant to your industry/subject matter.

Most organizations and institutions develop courses that are a mix of the two types of content, to give their learners the best possible window into each area of knowledge.

 

Is eLearning a game changer?

Building critical skills and competencies is now the top priority for most global organizations, but why? A report by Udemy states that 9 in 10 executives express that their organizations suffer skill gaps or expect it in the next 5 years. A study by Deloitte predicts a risk of losing over $454 billion of GDP in manufacturing opportunities by 2028. Clearly, there is a heavy consequence to lack of professional knowledge and skills.

 

eLearning will be a resounding help for organizations wanting qualified personnel who can add value to their business.

Insider Tips For Setting A Realistic Timeline For Your Custom Employee Development Strategy

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This guide can help you create a more realistic custom employee development strategy timeline and ensure that every member of the team is on track, including outsourcing partners who need to help you improve your online training ROI.

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Setting A Realistic Employee Development Strategy Timeline

You can’t foresee unexpected delays or collaborative roadblocks. For example, you’re using new software to create interactive content, and the UI is more challenging than expected. It’s even more difficult to plan for these scheduling slip-ups when outsourcing is involved. In many cases, the custom content provider is in charge of their team’s productivity, workflow, and task delegation. They’re in the driver’s seat regarding the outcomes. However, there are certain ways to mitigate those risks and create a more accurate timeline for custom eLearning design processes. Spoiler alert: feedback, frequent recap meetings, and flexible milestones are part of the package. And, of course, you need to find a custom learning solutions provider that prioritizes CX.

 

1. Assign In-House Tasks

The first step is to determine what you’ll complete internally so that you don’t outsource redundant content. This allows you to pinpoint aspects of the custom eLearning design timeline that are dependent on in-house projects. For example, the bespoke eLearning provider can’t convert your legacy content until your team conducts an asset inventory. So, map out how long they’ll take to wrap-up tasks and the resources they need to expedite the process.

 

2. Get Input From Your Team

Your team’s feedback is essential because they’re able to reveal potential risks and delays. For instance, you think they only need a day to catalog and organize those aforementioned assets. In reality, they require a week to get everything in shape for the outsourcing company. To take stock of training resources, re-evaluate tags, and break longer resources into usable assets. Host a team meeting internally to get their feedback and incorporate that into your development timeline.

 

3. Meet With The Vendor To Discuss Milestones

After you take care of in-house schedules, it’s time to speak with the vendor to discuss project stages such as milestones that are typically part of their custom eLearning design process. For instance, the first milestone is to conduct a brief training needs analysis. How long will this take? What steps are involved? Are there any obstacles that might force them to rethink the schedule? Keep in mind that experienced custom content developers have a rough idea of the implementation hurdles and time estimates. Thus, you can rely on their expertise to adjust your schedule and your delivery expectations. For example, you’ve only allocated a few days for demo video production. But the vendor needs at least two weeks to record the footage, gather assets, and edit the video, as they know all the “moving parts” involved in the process.

 

4. Storyboard Your Development Process

Storyboards aren’t just for the design process. You can also use them as a visual overview of your custom content development timeline. Divide the board into tasks, milestones, or project stages. Then include brief notes about the software, team members, and individual assignments involved. There should also be placeholders for outsourcing tasks and/or notes vendors can use to streamline the process. This also gives you the opportunity to foresee development hiccups that might derail the project. For example, stage five involves new software that may cause a steep learning curve. So, add buffer time in the storyboard/schedule to account for that.

 

5. Expect The Unexpected

The reason why many organizations are forced to push back their launch dates is optimism. We are not referring to a positive outlook on life but an overly ambitious timeline. They don’t think their team will encounter any issues along the way. After all, they’re too experienced and skilled to let a minor problem stand in the way. However, trouble comes in many forms. You need to expect the unexpected when setting a realistic timeline by creating a backup plan. What are all the potential obstacles? What’s the best way to overcome them without going over budget? Is there anything you can do now to avoid workflow interruptions? For example, purchase software today so that your team has plenty of time to acclimate and explore the new features.

 

6. Host Periodic Overview Meetings

This goes for both internal and outsourced projects. You must host periodic meetings to evaluate progress and make sure everyone is on schedule. They can also voice their concerns or opinions regarding the timeline. As an example, the outsourcing partner miscalculated how long it would take to develop the simulation. This is a vital part of your new eLearning course, and they need another week to iron out the glitches. You can both discuss a new time window, delivery dates, etc., during the regularly scheduled recap meetings.

 

7. Include A Detailed Timeline In The Contract

The pre-project meeting with the vendor allows you to develop timeline estimates. But you must also get everything in writing before signing on the dotted line. Include a detailed schedule in your contract to avoid any confusion later on. What is the final delivery date? What about the milestones and corresponding payments? Must the vendor give you a ‘heads up’ if they encounter a roadblock? For example, they need to contact you a week in advance if they need to adjust the phase 2 delivery date. Who is their point of contact within your organization? – These are all issues you must address in the agreement.

 

Final note

Download the eBook Insider Secrets To Select The Best Custom Learning Solutions For The Future of Work for tips to find the ideal external partner for your program. This article was first published in eLearning Industry.

The Main Hazards Of Custom eLearning Development And How To Avoid Them

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Custom eLearning development shouldn’t contribute to the already mounting stress levels of your team. Use this guide to avoid the obstacles and make the most of online training outsourcing.

 

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Obstacles In Bespoke eLearning Development And How To Overcome Them

 

Bespoke eLearning aligns with your brand image, improves employee engagement, and boosts your ROI. It can even help you stretch resources and ease the burden on your L&D team. The vendor brings in their expertise so that your in-house developers can focus on other tasks. However, it’s not all smooth sailing. You may encounter some choppy water along the way. The key is planning ahead and knowing what to expect before you hire an outsourcing partner. You must consider the cons in order to capitalize on the pros. Here are some of the most common custom eLearning development hazards and tips to circumvent them.

 

 

1. Handing Over The Reigns

 

You have to give up total control of the project, which is a scary thought for those of us who need to take the wheel. However, you don’t need to step out of the picture completely. In fact, you should choose a custom learning development company that values your input instead of ignoring your ideas and opinions. Discuss your involvement during the intro meeting to verify their stance on the subject. Do they want to meet with you once a week to talk about revisions or provide progress reports? Is your team able to offer feedback during the project? Can you give them a storyboard and style guidelines they must follow?

 

 

2. Going Over Budget

 

Custom content development fees can quickly add up if you aren’t careful. For this reason, it’s essential to get everything in writing and account for hidden costs. As an example, the bespoke eLearning provider charges extra for those weekly recap meetings. Or they need additional software to create your deliverables. You should also leave a little space in your budget for unexpected costs. That way, minor delays or project roadblocks won’t put you over your price cap. Finally, create a realistic budget that includes ongoing fees and in-house tasks. You need to know how much you’re working with and how much you can allocate to outsourcing versus in-house development.

 

 

3. Lack Of Content Cohesion

 

The outsourced content was obviously created by another company. It doesn’t have the same tone or aesthetics as your other resources. Nor does it convey your brand values. Hiring a specialized content development company can help you avoid these issues. They know your niche and how to blend their assets with yours, which allows you to maintain the integrity of your online training strategy instead of offering learners a fragmented experience.

 

 

4. Delayed Launch

 

In this case, one thing after the other forces you to push back your launch date, even though your employees need online training to mitigate compliance risks and bridge gaps today. There are numerous ways to prevent this custom learning development hazard. Firstly, discuss the timeline with your outsourcing partner and leave room for unexpected issues. For example, they need time to learn the new software. Or a member of their team might be out sick for a week. Secondly, set milestones so that you’re able to monitor progress and check in with their team coordinator. This is your chance to adjust your implementation schedule accordingly before you develop all those in-house marketing tools.

 

 

5. Communication Challenges

 

The lines of communication are breaking down. In some cases, there may have been problems from the beginning. Maybe the content provider has different communication guidelines, or they’re used to monthly instead of weekly progress checks. This is why it’s essential to set some ground rules regarding communication between both teams. How often will you meet to talk about revisions or offer your input? Who is your point of contact, and what are their business hours? What is the preferred method of communication? What happens if you don’t approve of the latest version of the content?

 

 

6. Collaboration Conflicts

 

There’s probably going to be some clashes when two companies come together, even if it’s only temporary and they share common goals. This also applies to outsourcing. For instance, a member of their team has a unique personality, or they have a different definition of “collaboration.” Maybe their idea of working together is to only include you in the final revision round. You can prevent this obstacle by clarifying expectations beforehand. Set up collaboration rules that everyone must follow. What happens if personality conflicts do become an issue? Especially if members of your team must work with the content provider to achieve the outcomes.

 

 

7. Resource Μisallocation

 

There are two hurdles to overcome regarding resource misallocation. The first is that you overlook resources you can repurpose, which increases custom development costs. The second is that the bespoke eLearning provider lacks vital skills, such as planning and time management abilities. They’re unable to manage their team effectively or utilize their unique talents, which has a direct impact on your custom development ROI. Once again, it all boils down to organization and clear contracts. Inventory your assets, clarify expectations with the vendor, and itemize tasks/resources in the agreement. What do they need to deliver? How much are you allocating for each task? Which assets would you like them to reuse?

 

 

Conclusion

 

Your in-house admins, designers, and HR managers already have enough to deal with. The bespoke eLearning company must maintain open communication, stick to your budget, and welcome your creative input instead of brushing off your suggestions or creating unnecessary conflict.

 

 

Download the eBook Insider Secrets To Select The Best Custom Learning Solutions For The Future of Work for tips to find the ideal external partner for your program.

Ways To Skyrocket Future Workforce Performance With The Right Custom Learning Solutions

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Here are some of the top ways that the right custom learning solutions can help you prepare your future workforce.

 

How To Boost Employee Performance Using A Custom Learning Solution

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What’s the most effective way to boost job satisfaction without spending a small fortune? While some employees focus on salary and health benefits, most make personal development a top priority. They know that building new skills and broadening their knowledge base leads to new career opportunities. Namely, leadership roles within your organization. How do you launch an employee development program that not only bridges individual gaps but helps you retain top talent and build a strong team dynamic?

 

1. Offer Personalized JIT Support

Online training shouldn’t be limited to courses and certifications. You also need to give your remote workforce JIT support to bridge gaps immediately. For example, an employee is in the middle of a task when they forget the next step. Instead of trying to muddle through and make costly mistakes, they watch a quick demo video. This walks them through the entire process and builds self-confidence. JIT resources should align with specific roles, tasks, and competencies to improve employee satisfaction, like tutorials and real-world examples for your customer service team that help build interpersonal skills.

 

2. Launch Role-Based Certifications

These certification paths are based on job roles and processes. For instance, this course is intended for sales leadership. It covers all the related team building and negotiation skills they need to support their department. As well as advanced product knowledge tools to seal the deal. Employees can also train for leadership positions or even other departments they’re better suited for. Simply put, role-based certifications give staffers the opportunity to achieve career goals at their own pace.

 

3. Use Badges To Bridge Skill Gaps

Badges are the ideal gamification technique to improve workplace satisfaction because they motivate and highlight personal pain points. As an example, employees that don’t earn badges know that there’s room for improvement. Which core competencies do they need to work on, and which resources are available? It’s a discreet way to discover their shortcomings and strengths. Staffers can always retake the course to earn the badge after they bridge relevant gaps.

 

4. Host Live Events To Reduce Compliance Risks

Most employees expect boring lectures and nerve-racking exams when they attend compliance courses. So, why not surprise them with an engaging live event instead. This webinar covers all the key policies and task protocols they need to know. You can even invite questions and concerns to get them actively involved. Or follow up with simulations and branching scenarios to test their know-how.

 

5. Include Self-Assessments

Self-assessments allow employees to gauge their level of proficiency. They can use results to customize certification paths and choose the best JIT support tools. Assessments are also a great way to set the benchmark before training. Then determine how far they’ve come afterward for added motivation, as well as to evaluate emerging gaps that they should address during the next online training session. Just keep in mind that scores should be private so that employees can save face and still identify personal pain points. Announcing results during your next live event makes top performers stand out. But staffers who are still trying to achieve their potential might feel alienated from the group.

 

6. Create A Peer Coaching Plan

Discretion is essential, but there are times when employees need peer support. For this reason, you should launch a coaching or mentoring program for staffers. It may be in the form of weekly live events or a closed social media group where they post questions. Whatever the case, peer coaching plans improve work satisfaction because employees get feedback and one-on-one guidance from co-workers. Namely, experienced staffers who can help them bridge individual gaps and get their L&D plan back on track. One of the most effective ways to launch a peer coaching strategy is to assess employees’ needs, then develop skill-building or task-based groups. For instance, everyone in this peer coaching group needs to build their communication or problem-solving skills. Live coaching events also help reduce friction among your geographically dispersed teams and enhance performance. They can talk through issues and express concerns before they escalate into co-worker conflicts.

 

7. Provide Mobile-Friendly Courses

Every workforce development program should be easily accessible for staffers, and the right custom learning solutions providers make this a top priority. Your team counts on mobile-friendly resources to train when it’s most convenient. Or to access the JIT library in the workplace so that they can avoid common mistakes. It goes beyond bite-sized content, though. Your online training program should be responsive, which automatically adjusts content based on the screen size and resolution. Another key ingredient is user control. Give employees the chance to adjust volume, turn on subtitles, and switch between devices in the middle of an activity.

 

8. Turn The L&D Tables

Give employees the opportunity to host live events and develop content for the community library. Turning the tables turns passive observers into active participants who share their insider knowledge. For example, your top customer service employee creates demos and podcasts to help their peers master job-related tasks. They can also host a weekly live event to answer questions and cover timely topics, like the new compliance policies. Another benefit is reducing L&D expenses. Since employees contribute content and upload it to the online training repository. Plus, they’re more engaged and have a sense of ownership, which reduces employee turnover rates.

 

Conclusion

Your employee development program should be holistic in that you focus on business objectives, compliance issues, and personal goals. Staffers require ongoing support to bridge gaps on the spot and achieve their potential. Thus, their emotional well-being and personal preferences should never be an afterthought. In fact, helping them manage stress and navigate on-the-job challenges should be at the top of your to-do list.

 

Download the eBook Insider Secrets To Select The Best Custom Learning Solutions For The Future of Work for tips to find the ideal external partner for your program.

Crucial Job Satisfaction Factors To Consider For Your Workforce

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Many organizations concentrate on the usual job satisfaction factors, like hourly pay and health benefits. Of course, job candidates look for these perks when applying for positions. But they’re just a small piece of the employee satisfaction puzzle.

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9 Top Job Satisfaction Factors To Consider

You need to provide remote and on-site team members with personalized support, new L&D opportunities, and work flexibility to reduce turnover rates. You must also consider their emotional states and stress levels when developing job roles. Let’s look at some of the most crucial satisfaction components to think about for your workforce, which gives you ample opportunities to innovate your L&D programs and HR strategies.

1. Benefits

Health benefits, vacations, and sick days are usually the first thing on employees’ minds when weighing job options. But it goes deeper than monetary benefits. Having a sufficient amount of time off prevents professional burnout. Staffers know that they can take a mental break and recharge, then come back with renewed focus. This is why it’s crucial to consider a work/life balance when putting together your hiring packages.

2. Professional Purpose

Employees need to feel like they serve a purpose. That they contribute to your organization and make a difference. However, you need to clarify what that purpose is and why every member of the team matters to your business. For instance, these are the tasks and responsibilities they need to complete each day. And this is how their workplace performance impacts co-workers and the business’s bottom line. Employees should also understand your company’s core values and align themselves with brand attributes.

3. Peer Network

Employees and external partners might be isolated from the team, but that shouldn’t prevent them from accessing the peer network online. One of the most crucial job satisfaction factors is relationships. Employees must feel like they’re part of a community and build a rapport with co-workers. As it allows them to form professional bonds with the team and become loyal brand advocates. Plus, they have a support system that they can tap into whenever a problem arises.

4. Advancement

Stagnation forces many employees to leave their current jobs, even if they love the brand and people they work with. It’s because there’s no room to grow. In some cases, there might be advancement opportunities, but employees are simply unaware of them. For instance, the company doesn’t promote job openings internally or uses the wrong marketing channels. Another problem is not providing online training to prep staffers for leadership. You should offer certification paths, skill-building resources, and JIT support to get them ready for management roles.

5. Job Role

Another issue regarding employee satisfaction among your workforce might be job role design. Staffers know what’s expected of them, but certain aspects of the job don’t mesh. For instance, they have all the necessary skills. However, one of their daily tasks requires niche expertise or talents they don’t possess. Another problem is redundancies. Wherein multiple employees have similar processes or work responsibilities that overlap. For this reason, it’s essential to design job roles from an employee perspective. Map out their workday to look for areas for improvement and gather their feedback to fine-tune the job description.

6. Work Flexibility

Employees know that they need to put in the hours to achieve their professional goals. But they also want time for their personal lives. This is why work flexibility is so essential for job satisfaction. Give staffers the chance to choose their training activities and schedule. You can also encourage your telecommuting team to set their own work hours if possible. Granted, they may still have to attend live L&D events and group meetings.

7. Training

Online training is a broad scope that covers everything from microlearning support to certification courses. As well as peer coaching and live webinars. Some employees might complain about training, but top performers always look for new growth opportunities. They understand that L&D is crucial for goal achievement and to get them on the management fast track. In addition, they’re ready and willing to identify hidden pain points and address them head-on with personalized training.

8. Challenge

Your top talent welcomes challenges because it pushes them out of their comfort zone. Every problem is a chance to test their know-how and expand their boundaries. In fact, boredom often leads to high employee turnover because staffers are tired of just going through the motions. They want a job that challenges them mentally and allows them to build real-world experience. As well as develop new skills that they can apply in other aspects of their lives.

9. Team Leadership

Never underestimate the importance of effective team leadership when it comes to employee satisfaction. Staffers expect managers and supervisors who work with them to develop vital skills and overcome work obstacles. But they also need leaders that go that extra mile to recommend online training resources and provide moral support. For example, host weekly meetings to catch up with everyone and set new team goals. Or schedule one-on-one sessions to help them meet their sales quotas and fine-tune their pitch. Above all, team leaders must be able to bring out their best in their subordinates and utilize in-house talent effectively.

Conclusion

Your workforce wants to be challenged when they clock in, but not to the point that they feel over-stressed or burned out. Likewise, you need to strike a balance between L&D and regular work duties to ensure scheduling flexibility. The secret to high employee satisfaction is getting team members actively involved. Ask them about the job satisfaction factors that matter most to them. Then use their feedback to custom tailor your L&D strategy and business model.

Download the eBook Insider Secrets To Select The Best Custom Learning Solutions For The Future of Work for tips to find the ideal external partner for your program. This article was first published in eLearning Industry.