There is Not a Lack of Motivation in the Workplace, There is a Lack of Development

There is Not a Lack of Motivation in the Workplace, There is a Lack of Development

I would argue that there is not a lack of motivation in the workplace today, there is a lack of development.  Employees consistently tell us that to feel more engaged in the workplace they want skills, training and development that will help them grow and make them more marketable now and in the future.

Some ways that you can develop your employees to increase their employee engagement are outlined below.

 

Skills and Training.

Give them the opportunity to receive formal training and learning through either an eLearning or on the job training program.  This will give them tangible skills and tools they can add to their tool belt that will be able to be more competent with their customers and colleagues.

 

Hands-on Experience.

Give them projects and challenges that provide real life, hands on experience to practice their skills and grow their problem-solving abilities.

 

Growth Opportunities.

Give them a chance to shadow those in roles above them or in different departments so they can learn about different responsibilities 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.

 

Transparency and Coaching. 

Provide your talent with clear information about how they can succeed within the organization. Clearly communicate your organizational culture and values. Be transparent about expectations and the direction they are headed so that they feel respected and valued for their contributions.

 

When you invest in the development of your employees by giving them learning, development, growth opportunities and coaching, they will be more enabled to do their job, and more motivated to create exceptional experiences for their colleagues and customers.  This in turn will make your internal service cooperation stronger, and your workforce more efficient and productive – all of which will make your customers happier so that they want to stay longer, buy more and positively refer others.

Additionally, innovative companies who invest in their people through learning and development are viewed more favorably by employees than those organizations that don’t, which means you will have a positive reputation to be able to recruit and retain the top talent in your industry.

 

The Importance of Personalization in Development

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. 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.  That is why it is important not to take a one-size-fits-all approach to your employee’s learning and development, but rather work with each individual to create a plan of how and what they want to learn. Read more about the importance of creating a personalized approach to development in this article here.

 

If you would like to find out more about create a custom eLearning program to train and develop your workforce, view my calendar here or get in touch at jenn@globalengagementsolutions.com to set up a 15-minute discovery call.

 

The Top 4 Global Learning Needs, Solved

The Top 4 Global Learning Needs, Solved

If you’re a global learning leader, you know that your learning needs are often much different than that of a non-global organization. When addressing their global employees, many organizations may have eLearning programs with one blanket solution for every employee in every country.

But when designed the right way a global learning program can achieve significant results towards enabling your employees with skills and competencies by providing personalized, in language, culturally relevant learning in an accessible, understandable way that will engage them in a way that they value.

Diverse Learners, Diverse Needs

Employees have told us that the one size fits all learning programs that have voice-over, subtitles, etc. leave them feeling unengaged.  They reject these programs and consider them to be boring, long, and disrespectful since it has not been customized or made culturally relevant for them.  Instead, global organizations need to create Learning content that is spoken in the native language, delivered with cultural sensitivity and relevance, without voice overs or subtitles.

Here are some ways to create a global learning program that is respectful of your diverse learners and their diverse needs that will engage them in a personalized way:

Global Availability & Cultural Relevance

You want to create a learning program that is available globally to all of your workers, yet is personalized to take into consideration cultural relevance. An effective global learning program will create a message that unifies your global brand, while taking into consideration the cultural and global differences across the organization’s locations.

An exceptional global learning program can often be integrated with a global total recognition program (offering a learn and earn environment). A great global program will have rewards that are delivered in country and are culturally relevant. This also benefits your organization because there are no tariffs and taxes on your employees rewards because when rewards are shipped and points are redeemed, it happens in the country of choice.

In Language

Global learning leaders are being told by their employees that not only do they want their learning to be culturally relevant but they also want it delivered in language.  An exceptional global learning program will deliver every spoken and written word of the learning in the participant’s native language with no voice overs or subtitles. Our customers have told us that they find learning in their own native language to be more respectful than voice over or subtitled learning.

Accessibility

Another consideration global organizations need to consider for their global workforce is accessibility. Mobile capabilities are so important in this age of global technology, because not every worker always has access to a desktop computer, especially when you look at the statistics globally. For example, with India, 4% of people have a computer, 95% have a tablet or a smartphone is key for global delivery.

In addition, employees and leaders are busy, and it’s costly to take them off the job for traditional training. Mobile learning and employee engagement gives employees easy access to their organizational engagement portal 24/7 so they can engage with the platform when it’s convenient for them! This also allows global organizations to deliver just-in-time training and education that can accelerate results.

Are you a global learning leader? What sort of features are you looking for in your learning program? Share in the comments below!

About GES’s Global Learning Solutions:

Since 2007, GES has served over 400,000 customers, in over 17 languages (Arabic, Chinese, Czech, Dutch, English, French, German, Italian, Japanese, Korean, Polish, Portuguese, Romanian, Russian, Spanish, Turkish, and growing!), in 170+ Countries across the world. Find out more about our Global Learning and Global Engagement solutions and set up a complimentary consultation for your organization today.

Is Microlearning a Good Fit for My Organization?

Is Microlearning a Good Fit for My Organization?

You may have heard the term micorolearning being tossed around the learning and development world for the last couple years, and for good reason. 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.

The Benefits of Microlearning

In our high-tech society, it has been said that the attention spans of most people are dwindling. However, as an organization, learning is still so important for the growth and development of your employees, your business and your customer service. 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 benefits of microlearning include:

  • Shorter lessons are easier for learner to complete with busy schedules
  • Succinct content makes the information more digestible
  • Reduced amount of time spent on training
  • Increased retention because the learner isn’t getting too much information too fast
  • Accessible content when and where it’s convenient, on any device

Is Microlearning Right for my Organization?

With busy schedules it’s getting harder and harder to take people off of the job for in person learning, not to mention the added cost and travel time. People want their learning content when and where it is convenient for them. Microlearning adds the element of time convenience in a high-tech, yet interactive environment that so many people desire.

By utilizing eLearning, your organization can provide a clear and consistent message to all employees across the organization. This can offer a high impact way to align your culture and messaging internally.

Global Engagement Solutions offers microlearning solutions utilizing our Layered Learning approach. Click here to learn more about our learning solutions and see them for yourself in action.

Why Action Planning is the Key for Successful Learning

Why Action Planning is the Key for Successful Learning

Your organization can spend hundreds of thousands of dollars on training and developing your employees, but if you don’t put that learning into action, then your efforts will be in vain. 

It is critically important that 10x the amount of time, energy and resources is spent following up and reinforcing learning and development, as is spent designing and delivering it. 

What is Action Planning in Learning?

Action Planning is an application focused exercise for you to implement and discuss during your leadership meetings. Upon completing a learning session, the learner would develop an action plan on how to implement that learning in their workplace.  The action plan would be sent to their direct supervisor and they would work together to create a plan and methods of accountability to put that plan into action.

How to Activate Change with Your Learning Program

Action planning is important to the development process because It creates momentum and motivation to put the learning into action.  It creates accountability for both the learner and their supervisor because it’s a guide to how to implement the learning in your organization.

To successfully transfer learning from the learning environment to a real-life scenario, your focus must be on repetition and reinforcement.

Your learners must fully understand the content and competencies they have learned by repeating the content, practicing, drilling and rehearsing it in a safe environment.

We believe the key to great learning is retrieval. Being able to retrieve the content or the competency when you need it to make a difference with a colleague or a customer.

Once your learner is confident in their ability to retain and retrieve the content and competencies they have learned, create an action plan of how to implement that learning in the organization. It’s important for the supervisor to be directly involved with the action planning step.  This gives the learner someone to be accountable to, while also making the supervisor accountable for putting the learning into action.

Here is an example of an action oriented microlearning program:

As you can see from the design above, each learning suite is developed to create repetition, follow up and reinforcement as well as accountability, tracking and measurement.

If you would like to learn more about how to implement a microlearning program in your organization with a focus on action planning, get in touch here.

How To Enable Employees with Learning

How To Enable Employees with Learning

Talent today aren’t going to stick around your organization and give you their discretionary energy and loyalty unless they feel they are being engaged, empowered and enabled in their role.

Most employees don’t want to just put in x number of hours a day in the same monotonous job.  They want skills that make them more marketable NOW and in the future.  They want to feel like they are learning and growing in their current role, and they want to feel like they have the skills and competencies to do a good job with their colleagues and customers.

We have observed that the new work order has changed, and talent is no longer trading job security for job loyalty. However, when you give them skills and development now and opportunities for growth in the future, they feel visible and valued, which translates into giving their discretionary energy and loyalty.  Plus, when you develop your employees they are better enabled to serve both your internal and external customers and provide a better experience which can translate into more productivity and profits for your organization.

Millennials and Learning

Millennials especially are known for moving from job to job in order to expand their growth, salary and opportunities in their careers.  A recent Gallup poll found that, “Millennials are more likely than both Gen Xers and baby boomers to say a job that accelerates their professional or career development is “very important” to them (45% of millennials vs. 31% of Gen Xers and 18% of baby boomers).” (Gallup, 2017).

Read more about What Millennials Want in the Workplace here.

Enable your Employees with Learning and Development

Hire for personalization, then train for hard skills.  There is lack of soft skills now in the workplace, and yet these skills are ones that help to create exceptional experiences for your customers.  Often times the hard skills that an employee needs to execute their role are trainable. Soft skills that focus on creating personalized experiences for your employees and customers include: being authentic, hospitality, empathy, competency, commitment, friendliness and fun!  If you hire your employees for these sort of skills, you can usually train them for the specific tasks they will need to know on the job.

Commit to your employee’s development and be accountable for their learning. Have a plan for developing your employees.  Communicate and discuss with them openly about their opportunities for growth and commit to a plan of action.  Ask yourself, what specific efforts have been made to improve my employee’s personal and professional skills?  The best organizations, the ones who have high retention, high recruitment and employee loyalty, engage and enable their talent with learning and development throughout their careers.

For more information on how to implement a custom learning program in your organization click here.

Get Your People Geeked about Learning

Get Your People Geeked about Learning

If you’re in the learning and development department, I bet a big part of your role is figuring out how to best disseminate information to your employees so that they can effectively use that information in real life scenarios and better serve your internal and external customers.

A huge part of creating this sort of effective learning that will make your employees feel connected to your organization’s goals and objectives, is finding the sweet spot of intersection between learning and engagement. Learning is one of the key drivers of employee engagement so it is important to capitalize on this with your employees and discuss where they are, where they want to be in the future and how learning bridges that gap.

Here are some ways you can get your employees engaged and geeked about learning:

1. Incent them to learn by recognizing them with rewards. It’s important to show your employees you are committed to learning by rolling their development into your engagement and recognition program. You can give employees an allotment of points for every lesson they complete or a larger sum upon completion. Or if monetary recognition isn’t your thing, you can use gamification and badging to set up leaderboards and start some friendly competition. Let’s face it, this gold star method has been working to encourage positive behavior since back in preschool.

2. Don’t give them too much information too fast. One of the top reasons why employees feel bored or overwhelmed with learning is that they get too much information, too fast. If you give them information in short, digestible doses, repeated and reinforced over time, they will be more likely to effectively process the information and feel encouraged to continue to pursue learning in the future.

3. Incent them to learn by providing opportunities for growth. Most people would rather be awesome than ordinary. Your employees want skills and competencies that will make them more marketable now while they are with you, and for where they want to go in the future. Not many employees want to stay stagnant in their careers. If you provide your employees with learning opportunities it shows that you care about their future at your organization. It is also important to create a culture where they can progress and grow into new and more senior roles. Have your employees shadow roles above them, and find opportunities for them to practice their leadership skills.

4. Have an action plan and accountability so they feel connected to the success. It is important that your employees are accountable for what they have learned and are clear on their learning objectives. Give them an opportunity to practice, drill and rehearse their learning in a safe environment, so that they know exactly how they can apply it with a customer. Then, senior leaders should have one on one conversations with employees about how they will apply the learning in real life scenarios.

Is Your Learning Program Like Drinking Through a Fire Hose?

Is Your Learning Program Like Drinking Through a Fire Hose?

Almost every senior global learning or organizational development executive encounters the same challenges of delivering effective global learning.  Even with the billions of dollars invested over the last decade, most global eLearning is not effective, suffers from significant drop out rates and is either not engaging, too long or just plain boring.

Too many organizations focus on learning retention. However, I think the key to great learning is retrieval — being able to retrieve the content or the competency when you need it to make a difference with a colleague or a customer.

The mistakes that most multi-national and global companies make around the goal of creating engaging, effective and efficacious learning include:

Trying to give learners as much as they can, as fast as they can. I describe this as being analogous to drinking through a fire hose.   Think of it this way, if you planted a bunch of seeds and wanted them to grow, would you water them with a fire hose?  Probably not.  If you did, you would probably get lots of flooding, a muddy mess and maybe some patches of growth here and there.  But, it you used drip irrigation or a sprinkler to water your seeds consistently over time, you would have nice, even growth and you wouldn’t have to go back later and replace the seeds that were destroyed in the flood.  This is similar to the traditional learning and training we see in many companies that takes employees off of the job for large chunks of time and tries to give them all of the information they can pack into a couple days.  They often cannot retain all of this information so quickly and won’t be able to effectively put all of their learning into action.

Doing a poor job of converting their instructor led content to an eLearning or mobile learning environment.  Almost no one, unless it is mandatory, will watch a boring eLearning module with a talking head for 40, 50, 60 minutes or more. Especially if this content is subtitled or voiced over. It is not because the content isn’t good or helpful. It is because it is delivered in a way that is guaranteed NOT to produce a sustainable change or result.

Spending too much time, energy and effort on designing and delivering the learning and not enough time is spent on following up, reinforcing and implementing the learning.

The key to inverting these challenges is a learning model that focuses on repetition, practice, and reinforcement with built in action planning and accountability to put the learning into action.  This type of learning can be compared to a sprinkler or drip irrigation system, whereby you drip in the learning slowly, consistently and spread out over time.

For example, GES’s Layered Learning solutions take the learner only 15- to 20-minutes per week and has built in reinforcement and tracking. The layered learning model is ideal for any organization that has a hard time taking employees off the job for large chunks of time.

The cumulative effect of layering in skills over time is significant, but what our customers have told us is that the process was not cumbersome or burdensome and a whole new set of tools showed up in their tool box almost seamlessly.

Each module structure is identical and contains the following sections:

The simple elegance of the layered learning model and the use of repetition, reinforcement and action planning are the key contributors to the documented ROI it has helped produced worldwide for our clients.  And of course, the fact that each module is produced with every spoken and written word delivered in the learner’s local language with cultural personalization.

Find out more about our Layered Learning Solutions here or schedule a free consultation today.

What Millennials Want in the Workplace

What Millennials Want in the Workplace

Most millennial workers are approaching their careers with high expectations.   They want to find a role and organization that fit their life and give them a sense of contributing to something bigger than themselves.  They are very interested in doing work that feels meaningful and purposeful to them.  And they want to be able to use their talents to do their best work and are consistently looking for opportunities to get better through learning and development.

Now when it comes to engaging your talent, millennials are no different from every other worker in every organization – one size does not fit all.  Every generation of talent want to be treated how they want to be treated.  As a leader, this means uniquely enabling each worker with the personalized skills, competencies, rewards and recognition that they want, when they want it.

Many argue that workers of the non-millennial generations tend to stay longer in their jobs, so that makes them more worth investing in.  However, with the new work economy moving so fast and continuously changing, even so-called loyal employees will move on if they are offered a better opportunity to learn and grow with an organization.

As a generation that is growing in the workplace and swiftly moving into more management and leadership positions, learning is consistently rated as a top driver of employee engagement and attraction among millennials.  Gallup found that, “Millennials are more likely than both Gen Xers and baby boomers to say a job that accelerates their professional or career development is “very important” to them (45% of millennials vs. 31% of Gen Xers and 18% of baby boomers).” (Gallup, 2017).

A key takeaway for leaders from the vast amounts of research focusing on millennials is that they are speaking up and letting their employers know what they want and their passion for growth and learning is playing a huge role in driving workplace change.

As a leader, the key areas you should focus on when it comes to attracting, engaging and retaining your millennial talent are learning, development, work-life/family balance and flexibility.  As a leader your primary role should be listening to your talent and removing obstacles that get in the way of successfully delivering these things to your workforce.

Although there are small variations in the levels of engagement, and desired perks and benefits for the millennial, GenX and Baby Boomer generations, a lot of the larger picture findings were very similar.  All generations of talent consistently report that they want to feel acknowledged, they want to be enabled with learning and development, and they want to be rewarded (with personalized perks and benefits) for their good performance.

For more information about how you can develop your talent with learning opportunities get in touch for a 15-minute demo of our global, mobile learning solutions.

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