How Competence Affects Your Employee Engagement Levels

How Competence Affects Your Employee Engagement Levels

OfficeVibe has released a report that shows The Global & Real-Time State of Employee Engagement.  They found that organizations are not helping their employees enough to learn and grow.  In fact, 53% of employees say they haven’t improved their skills significantly in the past year (OfficeVibe, 2016).

This is a huge problem for organizations because learning and development is one of the key drivers of employee engagement.  If your employees are not given the opportunity to continuously improve their skills to make themselves more marketable (now and in the future), one of two things will happen: 1. their engagement levels will drop (or remain low), and they will give mediocre performance or 2. they will leave you for someone who will invest in their future and development.  Both options have dire consequences for your organization.

Why do employees want learning opportunities?  When you provide your employees with learning they feel acknowledged and they feel connected to your company’s growth and vision.  When you invest in your employees, they will want to invest their motivation and energy back in to your organization.  This sense of purpose motivates them to feel part of something bigger than themselves.

Plus, when you invest in your employees’ skills and competencies, they will be able to provide better service internally with their colleagues and externally with your customers, both of which improve your bottom line with increased productivity, loyalty, and sales.

To find out what your lack of employee engagement is truly costing your company, get your free personalized report here.

If you’re ready to start investing in your employee’s learning and development, get a quick 15-minute demo of our global learning solutions that seen incredible results.

Learning Results

Why Gamification Benefits Your Learning and Development Program

Why Gamification Benefits Your Learning and Development Program

Most people these days have some sort of fitness wearable or app to help motivate them to stay fit.  It’s an awesome way to track your daily movement, challenge friends to fitness competitions and earn rewards for various fitness milestones.

The reason gamification works so well in learning and development situations is the same reason my Apple Watch works well to get me to be more active every day.  It drives fun, friendly competition and motivates me to keep meeting and exceeding my fitness goals.  As it relates to learning, when your talent is highly engaged by using gamification to reward their learning, they can more effectively retain and retrieve that information.

Here are just a few more of the benefits gamification can have for your learning and development program:

  1. Drives healthy competition
  2. Provides feelings of achievement
  3. Rewards exceptional work
  4. Motivates higher levels of performance
  5. Creates long term behavior change
  6. Higher levels of engagement
  7. It’s fun!

Gamification in your learning and development program is a huge benefit to your organization because when your talent can practice, drill and rehearse in a safe environment and are encouraged and rewarded for doing so, they will be more likely to apply the learning to real-life situations on the job.

A few gamification elements you can include in your learning and development program include, points, rewards, badges, and leaderboards.

We’re excited to announce that GES has some new gamification features launching in 2017 in our Engagement and Learning portals! Subscribe to the blog to stay updated on these announcements.  Find out more about how to implement gamification in your Engagement and Learning and Development programs here or contact us for a demo of our learning solutions to see gamification in action.

How to Earn Your Customer’s Loyalty

How to Earn Your Customer’s Loyalty

You need to influence, motivate and engage your customers to create sustained loyalty.

Earning your customers’ loyalty starts with creating exceptional customer experiences at every touch point.  The first step is having great internal service cooperation, and providing your employees with learning and development to enable them to better serve your customers. Read more about that here.

Earning customer loyalty is simple, but it’s not always easy.  It takes dedication from your leaders, continuous effort from employees, and a commitment from your organization to align your organization on all levels.

Here are a few of the simple principles to follow to earn your customer’s loyalty:

  • Personalize your interactions and treat each customer uniquely as they want to be treated.
  • Be authentic with every customer. Nobody likes dealing with a fake person. Be yourself and be real with them.
  • Be friendly! This might seem like a given, but friendliness does not come naturally to every person.  If you are an employer it is critical to hire employees that embody friendliness — it can’t be trained, it is learned from a young age.
  • Communicate clearly and effectively to set realistic expectations.
  • Then, exceed customer expectations every time. Always go the extra mile for your customers!
  • Honor your commitments. Follow through and do what you say you will.
  • Provide them with fast, hassle-free service.
  • Reward them with incentives to return and recommend!

It takes commitment and focus to understand that each interaction with your customers is an opportunity to create delight.  But when you create exceptional experiences at every touch point, you will earn decades of loyalty.

Find out more about GES’s points-based customer recognition solution, to help incentivize your customers to stay longer, buy more and positively refer others.

The Top 4 Things Your Employees Want from Their Learning Program

The Top 4 Things Your Employees Want from Their Learning Program

When it comes to designing your learning and development program, you want to make sure that it’s designed to effectively engage and motivate your employees to use it.

Here are 4 things learners consistently tell us they want in a Learning and Development program:

  1. To learn in their own language from someone they can relate to. Employees want their learning in their language, not subtitled or voiced over, with culturally relevant examples.  Although your global company serves one umbrella mission and has unified values, learning scenarios, customer problems and internal processes may be different depending on global location.  It is important for learning to take this into consideration to have the best engagement outcomes for all global employees.
  1. Quick. Not Boring. Your employees are busy.  They don’t want to waste time with long, boring, irrelevant content. For them to be highly engaged with your learning program they want their information in short, succinct, bite-sized doses.  This is easier for them to process, practice, and makes for better retention rates, so that they can apply their learning to real-life scenarios. Additionally, when you layer in that short, succinct content over time, repeated and reinforced, I promise you will have significant, measurable learning results.
  1. Content when they want it, where they want it.  To piggy back on the short, succinct delivery, learners want their content in a format that is flexible and convenient for them.  In our fast paced connected world, it is critical for your learning program to be mobile capable, so that your employees can learn in time and on demand, when and where it’s suitable for them.
  1. Skills that they will actually use. Learners want skills that will help them succeed and grow in their current positions. They want skills and competencies that make them more marketable.  To make learning actionable the learner must practice, drill and rehearse in a safe environment, and commit to following up and reinforcing those principles.  You need to spend 10x the amount of time, energy and resources on follow up and reinforce of your learning principles as you do designing and delivering them.

Find out more about GES’s global, mobile Learning Solutions which layer skills and competencies in bite-sized doses over time with a focus on action planning and reinforcing the learning principles.  Here’s a quick preview of our learning design below. Contact us for a 10-minute demo to see the learning in action.

GES Learning Design