Your talent is busy. They want their learning when they want it, and where they want it – in-time and on-demand.
In a global economy, where many of your workers may not have easy access to a desktop computer, translating your instructor-led and traditional eLearning to a mobile platform is critical for growth and engagement at your company.
For example, in India, only 4% of people have a computer, whereas 95% have a tablet or a smartphone. This is a prime example of why a mobile capable learning solution is key for global delivery.
Not only is mobile learning important for global delivery, but it is also more convenient and efficient than regular eLearning programs.
Having a mobile learning solution that tracks and measures your progress, with seamless synchronicity across all devices, makes it easy for the learner to practice, drill and rehearse in a safe learning environment, whenever and wherever it’s convenient for them. Easier access makes for more connected and engaged learning, translating into better service for both your internal and external customers.
At GES our Layered Learning solution has complete global and mobile capabilities. Our mobile learning interface is multi-platform and multi-language capable, with seamless synchronicity across all devices. You get the full user experience with full functionality on all devices. Your progress is tracked, measured, retained and stored on the learning management system.
We have already seen an incredible proliferation of mobile technology, and for many of us, mobile is our main source of connectivity. If you haven’t already, now is the time to implement a global, mobile learning solution in your company in order to keep up with the desires and demands of your increasingly busy workforce.
Find out more about our Layered Learning solution or get in touch for a 10-minute demo to see for yourself.
Have you ever seen a poorly voiced over Kung Fu movie where the actor’s lips are moving but the voice coming out doesn’t match!? It’s almost laughable at how awkward and distracting the voice over is, and that’s even with the massive action and entertainment value.
So when it comes to your eLearning program, why has it become acceptable to have one blanket solution for every country and use subtitles and voice over to address multi languages?
Let’s face it, most eLearning solutions are already incredibly long and boring for your employees, and when you add in voice over on top of that, it can be downright rude.
In fact, many learners have told us that they find voice over to be a form of disrespect, not to mention that their learning scenarios are not customized or culturally relevant.
The key to having a great learning and development solution that can create change in your organization is for that learning to be engaging and for your learners to connect with it.
GES’s Layered Learning solution is truly global. That is because every spoken and written word is in the participant’s native language (no voice over), with culturally relevant language and scenarios. This allows the learner to better engage and connect with the content, and creates much higher levels of significant, measurable results.
Find out more about our custom Layered Learning solutions or contact us for a 10-minute demo to see it for yourself.
If you want your employees to be engaged and energized you must believe deeply in the power of relationship building, authentic recognition and continuous learning in your organization.
The best companies — the ones who are at the top of their respective industries — recognize and reward their talent for their good work day-to-day, minute-to-minute, at every touch point.
Recognition can and should take on many forms – it doesn’t just have to come in the form of tangible gifts and rewards.
More than ever, people want to be enabled with learning and skills that make them more marketable. They want to be looked in the eye and acknowledged for their hard work with an authentic and personalized thank you.
Here are a few ways to build authentic relationships with your employees:
1) Provide skill development to enhance your relationships both internally and externally.
By providing skills to your people in the form of learning and training, you are investing in their future and their growth. When your talent is provided with the skills and knowledge to better serve your customers, not only will your talent feel enabled and recognized, but it creates exceptional experiences for your customers. When your customers are happy, your relationship with them grows, and as a result and you are more likely to have loyal, raving fans – and that’s worth investing in!
2) Communicate with your talent openly and authentically.
Make communication with your talent a habit, by scheduling designated touch-point meetings, such as weekly check in meetings or monthly report reviews – whatever the form may be, it is important to commit time to one another and honor those commitments.
3) Get to know your people beyond the job they do.
When you get to know your people on a personal level, it makes them feel valued, acknowledged and cared for, which builds your relationships, fosters loyalty, and motivates them to greater success.
Building business relationships with your colleagues and clients may seem simple, but in order to strengthen and grow those relationships it is critical to go beyond just the surface level of ‘knowing’ them. For instance, do you know about your colleagues’ families, pets, hobbies, etc.? Some people may think, there’s no time for the personal in business, but if you’re not getting personal with your team members, your business is losing money and ROI.
4) Treat each employee uniquely as they want to be treated.
Creating personalized and authentic relationships with each and every member of your team will be sure to strengthen your business practices and make you a better leader, team member and generally a better person along the way.
The right learning and development can greatly enhance employee engagement by developing talent and helping them learn new things and improve their performance.
Almost everybody around the world wants to feel that they are doing a good job and producing positive results. Moreover, it is critical that they are valued by their organization for the important role they play in serving internal or external customers.
In addition, few people like to remain static in their work environment, and prefer to have variety in their work and development potential in their role.
Learning and development provides the best solution to satiate all of these human needs while dramatically improving employee engagement!
Additionally, innovative companies who invest in their people through learning and development are viewed more favorably by employees than those organizations that don’t.
However, if your organization’s learning and development is going to make a significant impact on employee engagement, employees must see the personal benefits of undertaking developmental activities. This is where most companies’ good intentions fall woefully short!
Organizations and leaders who desire to demonstrate their commitment to their people can sometimes get carried away with the “sheep dip” approach to learning (one size fits all); leaving some people confused about the rationale behind skill development.
In order to harness the positive effects of learning, employees have to see the link between where they are now and where they want to get to, and how learning and development is going to bridge this gap.
It sounds obvious but without this being made explicit, organizations run the risk of learning and development being viewed as a chore or a one-size-fits-all program instead of a personalized reward.
The answer is to create personalized and customized learning and development with action plans that facilitate employees and their managers to have one-on-one conversations about the purpose of the learning and what’s in it for them.
When done efficiently, learning and development will then provide the fuel to motivate and engage employees like never before. Employees will feel valued for their contribution and they will understand that the organization supports them by providing skills and development to make them more productive, successful, and marketable!
If you think about it, providing learning and development really is key to having an engaged workforce and achieving sustained business success.
Over the next few weeks we will be delivering a series of posts demonstrating the ROI opportunities available through your Employee Engagement program.
Here is ROI Opportunity #1: Create an emotional connection with your employees.
When you invest in your employee’s engagement, it helps to show them you care about them beyond just the job they do. It shows that you care about their overall happiness and well-being and that you want to recognize and reward them for their efforts.
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When it comes to learning in the workplace one of the most important elements to create sustained change and exceptional customer service is repetition and practice. Repetition and practice help you reinforce your learning in your organization.
Repetition and practice creates more precision, more productivity and more profit.
Click here to download the graphic above: Repetition & Profit
Companies across the U.S. say it is becoming increasingly difficult to find applicants who can communicate clearly, take initiative, problem-solve and get along with co-workers.
Those traits, often called soft skills, can make the difference between an exceptional contributor and one who just gets by.
While such skills have always appealed to employers, decades-long shifts in the economy have made them especially crucial now.
Companies have automated or outsourced many routine tasks, and the jobs that remain often require workers to take on broader responsibilities that demand critical thinking, empathy or other abilities that computers can’t easily simulate.
Leveraging these 7 Personalization Principles will allow both individual contributors and organizations to thrive.
The 7 personalization principles are:
1. Be Authentic. Are you real and genuine in everything you do? Authentic people speak the truth and communicate openly with their colleagues.
2. Be Hospitable. Do you make your colleagues and customers feel welcome at every touch point? Start with a positive attitude.
3. Be Empathetic. Can you understand and share the feelings of another human being? When you have empathy for your colleagues and customers, you are better able to make decisions that are fair for both parties.
4. Be Committed. Are you willing to do whatever it takes, no matter what? Being committed means living your values each and every day, even when it’s uncomfortable or inconvenient.
5. Be Competent. Do you have the skills and ability to excel in your role? Being competent means you are enabled with the learning and skills to do your job well and solve your customer’s problems.
6. Be Friendly. Friendliness is learned at a young age. Being nice and friendly to your colleagues and customers can create decades of loyalty.
7. Be Fun. Don’t take yourself too seriously. Having fun at work can de-escalate stressful situations and make interactions with colleagues and customers much more fulfilling.
A recent LinkedIn survey of 291 hiring managers found 58% say the lack of soft skills among job candidates is limiting their company’s productivity.
In a Wall Street Journal survey of nearly 900 executives last year, 92% said soft skills were equally important or more important than technical skills.
To find out more about how to deliver the soft skills that your workforce needs to protect themselves from automation check out my latest book The Seven Personalization Principles: Learn the Principles to Thrive in these Disruptive Times on Amazon or read more about it here.
An engagement program can have significant ROI for your organization both in a financial and productivity sense.
According to Workplace Research Foundation, “Engaged Employees leads to higher service, quality, and productivity, which leads to higher customer loyalty, which leads to increased sales (repeat business and referrals), which leads to higher levels of profit, which leads to higher shareholder returns (i.e. stock price).”
Additionally, they report that, companies with engaged employees have an average of 2.69 sick days taken annually, compared to companies with weak engagement efforts, reporting an average of 6.19 sick days (Workplace Research Foundation).
Here are some other awesome benefits you will achieve from a well-designed employee engagement program:
Build an emotional connection with your employees. When you invest in your employee’s engagement, it helps show them you care about them beyond just the job they do. It shows that you care about their overall happiness and well-being and that you want to recognize and reward them for their efforts.
Increase engagement levels. When you recognize and reward your employees for a job well done and further provide them learning and development opportunities, they will be engaged, motivated and energized to give you their best effort and loyalty. A disengaged employee costs an organization approximately $3,400 for every $10,000 in annual salary. Disengaged employees cost the American economy up to $350 billion per year due to lost productivity (McLean & Company).
Attract and retain the best employees and loyal customers for your business. When your employees are engaged, they will talk positively about your organization and want to refer and recommend others to join your organization (both as customers and/or employees). Plus, when they are recognized and rewarded on a daily basis, and given growth and learning opportunities you are more likely to retain top talent who feel valued and connected to your organization. Globally, engaged companies grow profits as much as 3 times faster than their competitors and highly engaged employees are 87% less likely to leave the organization (Corporate Leadership Council). Additionally, engaged employees translates to better customer service and customer loyalty, which companies depend on to make payroll. The most-engaged workplaces experienced 2x higher customer loyalty, 2x higher productivity and 2x lower turnover (Jonathan Pont).
Provide skills that make your team more valuable. When you invest in your talent with an engagement program that integrates learning and development, you will provide them with a whole new set of skills and competencies that they can seamlessly add to their toolbox, making them more valuable to serve both your internal and external customers.
Help your organization improve its bottom line. When all of the above elements are in play, your team will have better communication, will be more productive and will have better internal and external service. This all translates to more efficient sales and service, and increases your bottom line. Companies with low engagement scores earn an operating income 32.7 percent lower than companies with more engaged employees. Similarly, companies with a highly engage workforce experience a 19.2 percent growth in operating income over a 12-month period (MacLeod & Clarke)
These are just a few of the benefits you can achieve with a well-designed employee engagement program that focuses on engaging your talent every day. When you create a culture of engagement in your organization and recognize your talent at every touchpoint, they will provide you with their energy and loyalty, which translates into significant ROI for your organization!
Find out more about how to create an employee engagement in your organization.
There is not a lack of motivation in the workplace, there is a lack of development. We often blame poor employee engagement on a lack of motivation from employees. However, employees consistently tell us that to feel more engaged in the workplace they want skills, training and experience that will help them grow and make them more marketable now and in the future.
Here are a few ways you can develop your employees to increase their engagement and loyalty:
1- Provide them with skills and training and experience with your eLearning program. Tip: make sure your eLearning program is mobile capable so they can learn on-demand, in-time, and when it’s convenient for them.
2- Provide them with hands-on experience. Give them projects and challenges that will give them tangible, hands on experience to practice their skills and grow their problem solving abilities.
3- Provide them with growth opportunities. Give them a chance to shadow their superiors and learn about different roles in the organization. Provide them with ongoing learning, advanced training and support so that they can grow within the organization, otherwise they will grow someplace else.
4- Give them knowledge and coaching about how they can succeed within the organization. Make sure they know your organizational culture and values. Be transparent about expectations and the direction they are headed so that they feel respected and valued.
When you invest in the development of your employees by giving them learning opportunities and coaching, they will feel enabled to do their job, and will be motivated to create an incredible experience both internally with their colleagues and externally for your customers.