According to a recent survey from a sample of Science, Technology, Engineering and Math (STEM) careers regarding the benefits and challenges employees face in the workplace, over 54% said they were highly satisfied and engaged in their career (WITI and 451 Research, 2017)! Although this number is higher than the average (about 30% engagement), that still leaves another 46% of STEM employees who are not highly satisfied in their careers, which means that organizations are missing out on opportunities for their employees to excel in their roles.
The Importance of Development for Employee Satisfaction
Another interesting statistic arose in the survey that nearly 70% of respondents said ‘opportunity’ was an important factor in their professional advancement. This reinforced the idea that employees don’t want to stay stationary in their roles, they want skills and opportunity that make them more marketable to grow their careers and personal/professional development. Respondents even reported that when given these opportunities, it impacted their success significantly. This clearly shows that when employers invest in their employees’ development and give them opportunities to grow, their success will improve, which typically means more productivity, innovation and profit for the organization. Read more about why we believe There is Not a Lack of Motivation in the Workplace, There is a Lack of Development.
When your employees are successful, your organization is successful!
The Impact of Recognition on Career Fulfillment
Respondents also cited that recognition from management and career advancement were at the top of those opportunities that made an impact on their fulfillment. When your employees are happy and fulfilled, they are more likely to give you their discretionary energy, motivation and engagement to fulfill the goals and values of your organization, and successfully serve both your internal and external customers. And when they are recognized (and rewarded) for their positive behaviours, this has a further positive impact on their success and your business success. Read more about why you should Celebrate Your Employees’ Uniqueness with Personalized Rewards and Recognition.
If You’re Not Learning, You’re Not Growing
Among those challenges and inhibitors reported in the survey, lack of opportunity for promotion was listed as a factor from ALL respondents. About one fifth of respondents cited a lack of job skills as an inhibitor for their careers, which supports the need for on the job training and learning to help improve overall career satisfaction. Read more about Learning, Change and Growth here.
As an employee, what factors do you use to measure your career fulfillment and success? Share in the comments below.
If you are a leader or manager, what do you do to develop and recognize your employees so that they feel fulfilled in your organization?
For more information on implementing a learning and/or recognition program in your organization check out our global, in-language offerings here.
Each organization will have unique goals and objectives they strive towards to create the best work environment for their employees and drive the most profits! If you are tasked with motivating and engaging your employees to meet these business goals and objectives, you’re going to want a recognition program that is custom built specifically to motivate and engage your employees to achieve these unique goals and create an engaging workplace and exceptional customer experiences.
Keeping this in mind, we have gathered up some of our best tips for you to consider when building a total employee recognition program for your organization.
- Set Expectations
You never want to pollute the winner’s circle with losers. What I mean by this is, it’s important to distinguish the behaviours and actions that garner recognition within your organization, and not water down your recognition. This will reinforce those positive behaviours that contribute to reaching your unique goals and objectives and will drive and motivate employees to continuously improve their performance. When you set great expectations for your employees, they will feel challenged, motivated and strive to do their best.
- Motivate Your People with What They Want
It’s important to have a wide variety of rewards to recognize your employees with. When it comes to recognition, one size does not fit all. Rewards that motivate one person, will be different than those that motivate another. Some employees might want to save their points for bigger ticket items, while others might want to redeem immediately for gift cards, music downloads and in the moment rewards. For example, GES’s virtually unlimited reward options include awards, event tickets, gift cards, lifestyle products, music, travel, wellness products and charitable donations. We recently blogged about our most redeemed rewards – check out The Goodies Your Employees Want here.
- Make it Personalized
Along with having a wide variety of reward options like mentioned above, you also want to personalize your recognition for each employee. We often underestimate the value of a personalized thank you, or personalized recognition of an employee in front of their peers. Many employees reported that they had not been personally acknowledged for their contribution by their direct manager or peers. It’s a simple concept that can make a huge difference for your work culture.
- Utilize Both Monetary and Non-Monetary Recognition
Hand in hand with having vast reward choice and personalized recognition, you want to utilize a combination of both monetary and non-monetary recognition to reward your employees. When you build a culture of recognition, you should be practicing it with your employees at every touch point. Not every behaviour might garner a monetary reward, but surely if you see a positive behaviour occurring, as a leader, it is your job to recognize that person in the moment. There is much to be said about the power of positive recognition in the workplace, which should include both a formal monetary/points based reward program and verbal/written recognition from their leaders. Read more about the Power of Appreciation here.
- Encourage Peer-to-Peer Recognition
If you truly want to create a deep recognition culture in your organization, your leaders should also encourage their employees to recognize each other, day to day and moment to moment. You can incorporate peer-to-peer recognition into your formal recognition program by allowing peers to recognize each other with smaller monetary values throughout the year, or even just encouraging them to acknowledge each other on your internal communications boards. For example, GES’s total recognition programs incorporates a private social media feed where employees can congratulate each other on milestones, a job well done, etc. This really reinforces that your company places a high value on recognizing the positive behaviours of your employees.
- Incorporate a Learn and Earn Environment
Learning is consistently proven to be one of the key drivers of employee engagement. Your employees want to feel like they are continuously growing and achieving higher levels of performance. You can encourage this growth and development (which leads to better service internally and externally), by creating a learn and earn environment, whereby your employees are rewarded with points in your recognition program for completing learning and development programs. For example, GES’s eLearning and Recognition programs synch seamlessly, and you can recognize and reward your employees for their learning achievements. Here are some more good tips on how you can use learning and development to engage and motivate your employees.
Learn more about how GES’s Global Total Recognition Solutions help you create a customized program that is culturally relevant (delivered globally), personalized, completely supported by our staff (less admin headaches for your team), and completely mobile friendly (for in time recognition). If you’d like to hear more about how we can help you reach your recognition goals in 2018, get in touch at firstname.lastname@example.org or book a 15-minute call in my calendar here.
There’s no doubt that organizations who focus on developing their people have much more favourable outcomes when it comes to employee engagement and customer service. This is because developed employees are enabled to serve their internal and external customers and they also feel more empowered and motivated when performing their jobs. Read more about this Proven Way to Create Exceptional Customer Experiences.
According to our friends at OfficeVibe, 41% of employees care most about having the opportunity to learn and grow within their organization (OfficeVibe, 2017).
If your organization meets any of these criteria below, you’re likely in a position to benefit from a learning and development program:
- Your employee engagement is low.
- You have high turnover. “51% of workers are looking to leave their current jobs”
- Your customer service is lacking. “Highly engaged businesses see a 10% increase in customer ratings”
- Sales are lagging. “Highly engaged businesses see a 20% increase in sales”
(Stats from OfficeVibe, 2017)
Why it works:
A Culture of Learning Leads to a Culture of Engagement
In our experience, the organizations that create a culture of learning and the dialogue that comes from this learning, are the most innovative. If you are not learning and growing, you certainly are not getting better as an organization, division, work group or individual.
Giving your people skills that are not only relevant to their job and the organization, but also make them more marketable, a) motivates them and b) enables their success, resulting in them being engaged. Engaged employees do the right thing, at the right time, in the right way, for the right reasons, even when nobody is looking.
The key to intense employee engagement is to create a culture where leaders are held accountable for developing others and providing them with skills to learn and grow. For example, GES’s layered learning programs have proven to enable associates with an entirely new set of skills and competencies, adding to their tool kits – seamlessly.
When organizational leaders focus on providing meaningful work, the right skills and development, employee engagement always improves!
Learning and development opportunities are consistently proven to be the top drivers of employee engagement. Your talent does not want to stay stationary.
When your talent knows that you are investing in their learning and development by enabling them with new skills and competencies, they are far more likely to give you their discretionary energy. When you give them career opportunities that make them more marketable NOW and opportunities for growth in the future, they feel visible and valued, which translates into giving you their energy and loyalty.
Find out more about Why GES’s eLearning Solution Works here. For more information on implementing a Learning program in your organization, get in touch with me at email@example.com or book a 15 minute call in my calendar here.
Personalized rewards are the biggest motivation and engagement tool to recognize your employees contribution because it motivates and engages them by with their own specific wants and desires. That is why it’s so important that your recognition program have a multitude of rewards options to meet the needs of your diverse workforce. For example, some of your employees might want to redeem their recognition points for smaller items right away, while others prefer to save them up for bigger ticket items.
We’ve written extensively on the importance of having a personalized recognition and rewards strategy in place in your organization. Read more about why you should Celebrate Your Employee’s Uniqueness with Personalized Rewards and Recognition.
It’s important to remember, that when it comes to recognition, one size does not fit all!
We saw trends in on our own recognition platform that support this idea that people want to make their own decisions when it comes to how they are rewarded. And what better way to have the freedom of that choice than with a gift card, where they can choose exactly how they will cash in their recognition.
Last year about three-quarters of redemptions made were gift cards. In fact, most of the gift cards redeemed were for either big box stores such as Walmart, Target, Amazon or cash cards. This trend suggests that people want rewards that act like cash, where they can select from a multitude of items – the sky is the limit really!
We also had strong redemptions rates for specific merchandise such as movie tickets, FitBit, Apple and Sony products and other physical items.
GES’s recognition programs focus on providing unlimited reward options for your employees, so they can redeem their points for what they want, when they want it.
Our virtually unlimited reward options include:
Awards| Events| Gift Cards| Lifestyle Products| Music| Travel| Wellness| Charitable Donations
Plus, our rewards are all locally sourced in over 170+ countries across the globe, which means they are culturally relevant and delivered in country, which saves you lots of money in tariffs and taxes so that your employees can get the most value for their recognition points.
Read more about the multitude of reward options we offer and how we help recognize your people.
If you’re looking to set up a Total Recognition program for your workforce in 2018, get in touch at firstname.lastname@example.org so we can discuss how our personalized solutions can help support your goals and initiatives or book some time for a call in my calendar here.
Wishing you and the team at your company Happy Holidays from everyone here at GES.
There are about 2 weeks left of intense holiday shopping (including the Black Friday madness that ensues). Your front-line workers are likely feeling a little burnt out from the holiday shoppers and it’s your job as their fearless leader to find ways to motivate and engage them through the coming weeks and beyond!
Although I hope your service experience isn’t chaos, it’s in these busy times where it’s critical to lead by example and show your employees what servant leadership is all about by leading from the front lines. Read more in A Guide to Being a Servant Leader.
Leading from the front lines means that your leaders takes their cues in a bottom-up direction from your front-line talent rather than through the typical hierarchical structure from the top down. Your front-line talent has the most direct experience with your customers so they know what they want, how they want it and what is standing in the way of them delivering it. You can find out more about Leading From the Front Line here.
So here are 3 simple things you can do in the next 2 weeks to motivate your seasonal and full-time employees and allow them to continuously improve and exceed your customers’ expectations during the busiest time of year.
Listen and Communicate. As your direct line of connection to your customers, it is so important for you to provide ample opportunities for your front-line employees to communicate openly and transparently with leadership about what your customers want. As their leaders, you must listen to what they have to say and make a plan of action about how you will put their concerns into action. You should also communicate with your front-line staff about expectations with customers, and try to give them autonomy to make good decisions within the scope of your company culture and values.
Remove Obstacles. When you listen and communicate with your talent (as mentioned above) you will discover the things that stand in their way of being able to provide great service to their customers. Many companies have too many bureaucratic processes and procedures that get in the way of their employees delivering exceptional service to their customers. Because of this, employees often they do not feel enabled to go the extra mile to help a customer; however, this can often mean the difference between losing a customer and creating decades of loyalty. Examine your policies and procedures and assure that they are absolutely necessary to function. Remove those that do not serve your higher company mission. Some of the most successful customer service companies place very little rules on their employees (e.g. Nordstrom, Southwest Airlines, Starbucks, Netflix, Apple, etc.) with very high success and exceptional performance.
Recognize and Reward. Especially around this time of the year, taking the extra time to recognize and reward your front-line employees for their hard work, will return in their service tenfold. Also, when you recognize those employees who have great performance, it will set expectations for other front-line talent to do the same. During the holidays, and in December specifically, many people have split focus – thinking about everything they must get done, tired and distracted from holiday parties – that is why it is critical to motivate them with incentives, rewards and recognition to continuously keep their eye on the prize – making your customers happy!
To motivate employees to continuous levels of high performance now and year round you should implement an employee recognition program. The most successful recognition programs are customized and personalized so that your employees get the rewards and recognition they want, at every touch point. Get in touch with me at email@example.com or book 15-minutes in my calendar to chat about how GES can help you with your 2018 recognition goals and initiatives.
Now that December is here, everyone is preparing for the year end, closing out projects, and setting plans and intentions for 2018.
This last month of the year is a great opportunity to inspire and motivate your talent for the year ahead. It’s also a great opportunity to recognize and reward them for the great work they accomplished this year!
Motivation and recognition are so important in December, because it can otherwise be quite a distracting month. In the US, employees are coming back from one big holiday and gearing up for the next. Many people also schedule their remaining vacation time during December, which can result in not a whole lot getting done this month.
Here are some tips to inspire and recognize your employees leading into the holiday season and create some workplace engagement and merriment that will set the tone for 2018!
Make the World a Better Place. The holidays have always been considered a time for giving back. Why not emphasize the importance of this and show that your company culture and values match those of your employees? A recent study conducted by MetLife found that, “Part of sharing values is looking outside the four walls of the office – 61% of employees say that it is important to them to work for a company that contributes to the local community” (Business Wire, 2017).
Some suggestions include, throwing workplace wide giving campaigns such as food drives for charity, or even give your employees a day off or time to volunteer with their favorite local charity.
Emphasize Shared Values. Building upon the last tip, the study also found that, “Fully nine out of 10 employees (89%) say they are willing to trade some of their salary to work at a company whose values match their own – a great deal of their salaries in some cases” (Business Wire, 2017).
Take this season as an opportunity to really emphasize your company values and culture and promote them throughout the workplace for better alignment. This can take the form of internal communication campaigns, promotion of peer-to-peer recognition, manager to employee recognition, and opportunities for learning and development. There have been countless benefits attributed to companies who have organizational alignment of their culture and values. Read more about the 4 Ways to Create Organizational Engagement here.
“Companies can reap rewards when they share values and act on these values, as employees who felt their values aligned with those of their employers were more than twice as likely to be satisfied in their jobs (78%) and feel loyal to their companies (77%) than those whose values didn’t match (32% and 31%, respectively). When values match, more than three-quarters (78%) plan to stay at their company, compared to 57% when values are misaligned” (Business Wire, 2017).
Have a 2017 Recap Retreat. What better way to celebrate your achievements from 2017 and motivate and set goals for 2018 than with a retreat! This is probably best done at a smaller scale within workgroups and could be a day away from the office with reflective meetings, session planning, brainstorming and more. But be sure to throw a little fun in there for motivation and incentive! Perhaps that includes interactive games throughout the day, a wine and cheese mixer or maybe even a motivational guest speaker!
Celebrate the Season. Take an opportunity to put ‘work’ aside for one afternoon or evening and celebrate together with a staff meal. Perhaps it becomes a potluck lunch or a fancy holiday party, whatever it may be, make sure your leaders take an opportunity to sincerely thank employees for their hard work this past year. Give employees a chance to mingle together and share in the holiday spirit.
You can also use this as an opportunity to recognize key players from 2017 and reward them as you see fit. Every year our staff holiday party is filled with fun, laughter and plenty of recognition, including rewards for top players, token gifts for all staff members, games, food and music! It’s a wonderful evening of celebration and it gives everyone the opportunity to mingle with people from other departments they might not typically see regularly.
Focus on Wellness. Not only is this a time where many people end up sick or rundown (at least that’s the case here in the cold Toronto weather), but some people may also struggle emotionally (and physically) with the holidays. This could be a good chance to run an internal fitness and wellness campaign through your total recognition program. Perhaps you reward employees for their steps walked or exercise achieved. You can even have some friendly competition with a big prize for the winner!
It’s also important to try and promote healthy eating around this time, as it’s the time when lots of sugary treats are brought in to share. You can counter balance that by having healthy snacks on hand in the office lunch room such as fruit and vegetables, or maybe even having a healthy catered lunch (not a pizza party).
To me, wellness means being balanced physically, mentally and emotionally, so having support for those employees who might experience a hard time around the holidays it crucial. This could take many forms such as having a counsellor or therapist available during office hours, having a massage therapist come in for a quick massage (this was one of my favourite things), having a yoga teacher come in for lunch time yoga sessions or perhaps having a work wide meditation morning to calm the mind and set intentions with guided meditation. Read more about the Benefits of a Wellness Culture and how to Improve Wellness Metrics with Recognition and Engagement here.
Investing in your employees’ wellness will return tenfold in their productivity and engagement. Plus, “Nearly two-thirds of American workers expect companies to go beyond providing a paycheck and contribute to their well-being (59%), and contribute to the well-being of society, as well (57%)” (Business Wire, 2017). If you’re not providing these opportunities, it’s likely that they will lack in motivation and look for opportunities to work for a company that does.
If you found these tips helpful, get in touch to learn more about creating employee engagement and alignment with this type of culture utilizing an Employee Recognition and/or Learning program. Get in touch at firstname.lastname@example.org or book a 15-minute discovery call in my calendar here.
Many learning and development leaders are struggling to find ways to keep their learners engaged in their learning programs. One of the top reasons learning and development opportunities are boring and not motivating for employees are that they are too long and don’t emphasize taking action. That’s where microLearning comes in to help jazz up your learning program!
Microlearning is essentially a method of teaching and delivering content in small, specific doses. In this type of learning, the learner is in better control of when and what they are learning. Read more about if MicroLearning is a Good Fit for your Organization here.
MicroLearning has been shown to produce results in every industry, on every continent. It’s key features are that it is:
- layered in over-time,
- short and succinct, and
- delivers only the necessary content or competencies.
Another one of the top reasons learners feel bored and unmotivated when it comes to learning, is that there is a disconnect between the learning and what is in it for them.
For learning and development to be motivating and engaging for your employees, you must be able to show the bridge between where they are now, where they want to be, and how the learning will help them achieve that. Even if the content is good or helpful it will NOT produce sustainable change or results if the delivery fails to engage the learner. Read more about why action planning is the Key for Successful Learning here.
GES’s Layered Learning program is MicroLearning taken a step further to focus on action planning, reinforcement and accountability. See more about the design of our learning programs here.
What to Look for in a MicroLearning Program
Learning providers face the challenge of delivering learning in a way that is accessible, digestible and most importantly translatable to a real-world environment.
Some of the things to look for when searching for a MicroLearning program include:
On Demand/Mobile. Your talent is busy. They want their learning, when they want it — in-time and on-demand. MicroLearning adds the element of time convenience in a high-tech, yet interactive environment that so many people desire. MicroLearning programs deliver a whole new set of competencies to their toolkit, virtually seamlessly with mobile, in-time learning capabilities.
Digestible Content. With traditional learning, organizations often try to give learners as much as they can, as fast as they can, often taking them off of the job for training. With MicroLearning, learners are given shorter lessons, which are easier for them to complete with busy schedules. Plus, learners are enabled to produce massive change without it feeling cumbersome or burdensome by receiving content and competencies in small, digestible doses.
Repetition. Repetition allows for increased retention because the learner isn’t getting too much information too fast. By utilizing MicroLearning, your organization can provide a clear and consistent message to all employees across the organization, repeated and reinforced, so it becomes embedded in your company culture.
For more information on how to begin implementing a MicroLearning program in your organization, get in touch with me at email@example.com or set up a 15-minute discovery call or demo of our learning programs here.
The season is upon us for giving thanks and recognizing another year of exceptional work with your employees. While I believe we should show gratitude, thanks and recognize our talent each and every day, this time of year often welcomes extra gratitude from people.
That being said, when you’re recognizing your employees and workforce for their exceptional work, it’s important to remember to focus on personalized recognition for it to be effective. Remember, what motivates people is what motivates people and when it comes to recognition there shouldn’t be a one size fits all solution.
Why You Should Personalize Your Employee Recognition
With a personalized recognition program and strategy, you are more likely to get a return on your investment and those participating in the program will more likely be motivated by the inventive. Many organizations providing recognition programs to their employees aren’t getting a return on their investment, because they lack personalization and choice.
If you want to acknowledge your employees’ uniqueness, it’s important to get to know them personally, and get to know what motivates and drives them. Find out how to they like to be recognized, whether it be monetarily, verbally, from their peers, privately, publicly, etc.
Providing the same recognition and rewards for everyone guarantees your program will be ineffective and disappointing. Read more about why a Personalization Strategy is important for your organization.
Why You Should Recognizing Your Talent
Most people must go to work to earn a paycheck. But gone are the days where people stay in a job just to make a living. Our culture has shifted and people want to be motivated, engaged and inspired by what they do. They figure, they’ve got to work anyways, so why not be great rather than ordinary.
When you provide your employees with personalized recognition and rewards for their exceptional performance achievements, you:
- reinforce positive behavior,
- set expectations for them and their colleagues,
- increase their energy and engagement,
- and motivate them to continuously achieve great things in their work.
Read more about why Employee Recognition is the #1 Driver of Employee Engagement.
What Do Personalized Recognition and Rewards Look Like?
As I mentioned above, you want to get to know your people personally, and find out how they like to be recognized and rewarded. Some employees might be shy and prefer private personal acknowledgement from their direct supervisors, whereas others might enjoy being recognized in front of their peers at a weekly meeting. Some employees might really like to be acknowledged with financial compensation such as a bonus, or total recognition points, while others might prefer more vacation time, flexible work hours or something similar.
A total recognition solution is a great way to implement a formal recognition program into your organization to help continue to drive employee engagement with recognition. A good recognition solution should include many ways to personally recognize your talent including the forms mentioned above.
And remember, every employee is different when it comes to rewards — some may want to use their recognition points to redeem for smaller items right away, while others will save for big-ticket items. By providing your workforce with virtually unlimited reward options with a Total Recognition solution, your talent can redeem for what they want, when they want. For example, Global Engagement Solutions employee recognition programs feature an extensive award collection, monetary and non-monetary awards, peer to peer recognition, and an always changing and evolving catalog of reward options such as music downloads, restaurant, retail and movie gift cards, home and lifestyle products travel, vacation and event options.
To find out more about starting a total recognition program in your organization for 2018 get in touch with me at firstname.lastname@example.org or view my calendar here to book a 15 minute discovery call.
A new article published by the Wall Street Journal suggests that the robot revolution could actually create upwards of 21 million jobs (Furmans, 2017). So, although some paint the future of robot automation as grim for the workforce, this article suggests that although some jobs may become obsolete, new ones will be created to replace them.
If your industry is being or will be effected by technology automation, the major question you should ask to stay at the top of your competitors is, what are we doing to develop our people to compete in the robot economy?
Here are some core ideas you should focus on to stay ahead of your competitors in the robot economy:
Focus on Personalized Service Interactions
You can take away the human, but you can’t take away our desire for human interaction. Yes, perhaps in many situations, customers have a desire for the automated service of an app, kiosk or online shopping. But, this will never take away the need for human quality assurance. We’re not at the point yet where we can just trust that technology has got it right. There are still human checks and balances in place behind robot automation that assure the customer experience is exceptional. This is where you can assure that your customer is happy — by providing them with quality, personalized service interactions. Read more about why a Personalization Strategy is so important for your organization here.
For example, I have noticed lately that almost all of my online shopping orders have come with a packing slip that has been personally checked by a real live human. And often I have received a personal handwritten note of thanks for my order or for being a customer. And you know what, I can say that 100% of those personally checked orders have been correct, and I appreciate that extra step they have taken to assure the quality of my order before it has been sent out.
Another example of a personalized service interaction is the customer experience at Sephora stores. Their front-line employees provide you with a hands-on experience, demonstrating how the makeup and beauty products work, and offering you free samples to take home and try. After all of this you think they would be pushing the in-person sale, but often they actually encourage you to go home and buy it online when you are ready. They provide you with the product information/codes and a coupon for free shipping! These are just a few examples of how you can reframe the way you think about personalized service interactions with your customer in the age of robot automation.
Focus on Innovation
You know the adage ‘think outside the box’, well that has never rung truer than in these times. It is so important for organizations to have innovation at the core of their organizational values. Encouraging innovation means being prepared to deal with failure. It also means encouraging employees to speak openly and freely about their ideas. Perhaps even giving them a platform or projects to do this. Read some of the Best Mission Statements from Innovative Organizations here.
Some stodgier organizations may roll their eyes at the ‘hippy’ cultures at organizations like Facebook, Google, etc. where they have ping pong tables, resting pods, fun staff outings, happy hours, etc. but the fact of the matter is, these types of environments really do foster creativity and thinking differently. And in the last decade these organizations have consistently shown to be at the top of their competitor lists.
The major disruptors of our times have been those organization that have focused their core principles on innovation, adaptation and growth. Take for example, Netflix, and organization that first snail mailed out DVD rentals to their customers. They have now essentially changed the entire television and film landscape and continue to develop and grow their business as media investors, creators and distributors.
Focus on Training and Re-Skilling
As an organization or an individual contributor, it is important now more than ever to focus on the learning and development of your workforce. Your talent want to learn and grow within your organization and they want skills that make them more marketable now AND in the future.
A focus on re-skilling the workforce to compete with the demands of robot automation is critical. Those organizations that invest in re-skilling and training their employees in times of rapidly growing and changing technology will be at the forefront of service.
Leaders should be sure to network inside and outside of their industry to keep up with (and stay ahead of) the trends. This will allow your organization to assess where you need to update your knowledge base, and what areas you should be focusing on when it comes to learning and development of your talent.
Developing a custom eLearning program keep up with the changes and demands of your workforce is an exceptional way to offer training and development to your talent. Just-in-time learning and microlearning, offer your employees a way to continuously grow, while not taking them off the job for lengthy periods of time.
If you’d like to learn more about what a custom eLearning solution could look like for your organization, get in touch at email@example.com or set up a 15 minute discovery call through my calendar here.