Top performers are usually the most eager to learn and develop in their careers. However, in their 2018 Workplace Learning Report, LinkedIn highlighted that time restrictions are preventing employees from participating in learning programmes. 94% of employees surveyed said that they would stay with an organisation if it invested in their continued development. However, if top performers do not have the time to participate in the available learning programmes, the impact on retention will be diminished. Here are our top suggestions to help you rethink the traditional learning approach, to offer a solution that will satisfy the growth need of those with busy schedules.
Ask for feedback
While the LinkedIn report provides details of general trends, every organisation is different. Conducting a company-wide survey will provide insights about your specific employee population. A well scripted questionnaire can provide valuable insights of population attitudes toward current learning programmes and inform decisions for future learning initiatives. Focus groups will provide greater detail and a more holistic understanding of attitudes than a survey alone. Leveraging both methods will create the strongest business case for new programmes.
Allocate time for continued learning.
It is not merely classroom and exams that constitute as learning, mentoring and skills sharing workshops can provide an opportunity for time poor employees to integrate learning within their working day. Allocate a specific time for learning workshops which doesn’t interfere with working hours such as breakfast conferences, or lunch and learn workshops. Invite guest speakers or influential senior managers to speak about skills which have helped them progress in their career, the latest industry trends or any topics you deem relevant to your audience. Offering paid study leave and other professional development time off as a company benefit will encouraging employees to access the learning opportunities they want without it inhibiting their working hours.
Embrace online learning resources.
According to the LinkedIn study, 58% of employees prefer to learn at their own pace, and 90% of companies surveyed offer digital learning today. Investing in online education and training resources such as Wrkit Learning can be helpful to ensure employees don’t miss out on learning opportunities. While lunch and learns or morning breakfasts may suit some, undoubtedly there will be clashes, offering a multitude of learning options will capture a greater audience.
Supporting employee learning and development will positively impact employee experience, workplace engagement and productivity. Every employee, from entry-level to the executive team, should be afforded an opportunity to develop their professional skill set.
Author: Peter Jenkinson – CEO and Founder @Wrkit
Wrkit specialise in the creation of better, healthier working environments. Our platform connects global, remote and local teams through five modules; Surveys, Recognition, POWR, Learning and Savings. Speak to an Engagement Specialist today to find the right solution for your team and culture.
References: