Workplaces are transforming. Given today’s change in business models, generational differences and technological disruption, we’re entering a new workforce dynamic where continual skill acquisition is required for ongoing success. With an effective training strategy, employers can help employees learn new skills at every stage of their tenure, while also engaging employees, keeping them happy and reassured at your company.
To increase retention and engagement while preparing for the new business paradigm, companies should adopt a strategic model to perpetually develop employees’ skills.
Work for your employees’ engagement
Companies with higher employee engagement perform better. According to a Gallup survey, engagement increases strong customer relationships, retention and health outcomes as well as higher earnings and profitability.
To retain your long-tenured high performers, communicate the company’s goals, demonstrating how each employee contributes to the organization’s overall success. Initiate a two-way conversation, and then follow through on what your employees want and need.
Also, strive for continued professional development. Training and continuing education not only keep your employees current on skills and trends, but they also are a preemptive measure. If you notice your employees leaving early and arriving late, taking excessive personal days or handing in less than desirable work, your team may be slipping into a rut. Eventually, your seasoned team members may seek new opportunities. By offering convenient training and educational modules that empower your employees to grow personally and professionally, you can keep your team engaged and productive, long before these wandering behaviors begin.
According to a global Gartner study, employee engagement is improving, and workers intend to stay with their current employer longer. You can take advantage of this trend by continuing to build a culture of “high development experiences.” This type of culture, according to Gallup, will further increase employee engagement, producing high-achieving results and reducing turnover.
Focus on the formula for high-performance
Another Gallup poll revealed that the best recipe for creating high performers is “Talent x Engagement x Tenure.” Employees who exemplify all three traits perform 18% higher than the typical employee and 35% higher than an employee who doesn’t meet any of the three conditions. However, Gallup also found that only 5% of employees embody this high-performance equation.
One way to continue cultivating talent is through professional development. Talent professionals now depend upon online learning management solutions to meet employees where they are. According to LinkedIn, 68% of employees prefer learning at work and 58% want to do so at their own pace. With this in mind, deploy engaging LMS features that enable staff to learn and collaborate on their terms, whether via desktops, cellphones or social media.
Implementing a training strategy appealing to tenured employees’ learning preferences while encouraging upskilling and cross-training allows employers to hit the high-performer trifecta. Continued investment in your employees’ talent and skills will naturally translate into higher engagement.
Engage remote employees
According to Forbes, 50% of the modern workforce will soon be remote. To engage remote workers, make job flexibility extend to your learning culture. Staying connected to all team members extends to their development and personal growth. By using mobile-responsive training, employees can advance their educational development from anywhere and provide coaching fodder for managers seeking to support workers from afar.
Through a technology-based employee training strategy, employers can also create interactive and customizable learning by implementing gamification and leaderboards, which are proven to elevate worker goal attainment. A little friendly competition can bear fruit for workers and businesses. Further, companies can track employees’ progress while predicting learning behavior, allowing businesses to enhance their training strategies at every stage of an employee’s career. Finally, don’t underestimate the power of communication. Keep communication channels open, checking in on your employees’ training experience and progress. Out of sight shouldn’t mean out of mind.
Understanding employee competencies and anticipating training they’ll need to thrive going forward is key to an effective LMS. If you’re implementing a new LMS strategy or want to update your current platform, learn what LMS requirements you’ll need for work’s new paradigm.