Improving Employee Satisfaction Through Learning

A stack of five pink dice with faces indicating various levels of satisfaction

Organizations have many choices when considering how to invest their human resources budget to engage employees. But not all investments are equal when it comes to employee satisfaction; the opportunity to develop ranks among the highest, according to a LinkedIn survey.

In addition to an investment that increases the valuable skills in your organization, creating a learning culture also influences worker attitudes. When LinkedIn asked employees what inspires them and makes them happiest at work, contrary to what may have been the trend in years past, it wasn’t the ping pong table or the vending machine of free soda.

The top two elements that make employees happiest relate to their development. Of those surveyed, 26% said it’s the nature of the work itself that inspires them; 19% said it’s the opportunity to learn and grow.

Development demonstrates commitment

Ensuring that an employee has opportunities to advance in their career is a great way to increase engagement and inspire performance. Offering learning opportunities helps employees expand their skills and empowers advancement. Investing in employee development demonstrates your commitment to their current and future success.

Digital learning pays off

More research by LinkedIn discovered that employees value digital, online learning experiences: 43% say they want self-directed programs. A learning management system is a valuable investment to provide the type of digital learning opportunities employees desire, but it’s also a necessary tool for learning and development teams. Training teams require an LMS to efficiently and effectively produce and deliver the learning content the business needs.

Flexible content provides options

When creating content, L&D teams must also support the different ways employees learn. Some of the most significant issues learners face at work is that they don’t feel they have time to learn. Others aren’t sure how their learning path relates to the organization. An innovative learning strategy addresses these challenges. Offering options for microlearning, learning in the flow of work and purpose-driven learning helps employees develop and learn in the ways that work for them that likewise add value for the organization. When employees feel supported by a variety of learning options, it’s also more likely they’ll feel satisfied with the organization, be more productive and stay longer.

HR and L&D leaders can influence employee satisfaction and engagement by providing the strategy and enabling the infrastructure that helps people find, discover and experience learning as part of their work. When employees sense organizational commitment to their development—through investment in engaging content that meets their needs—it builds trust and loyalty that becomes an employer’s competitive advantage.