Most employees hate to be in a rut.
If they don't grow professionally, they'll be much more likely to lose steam and ultimately look for greener pastures.
That's why companies must spend energy to help employees use learning moments, so they can perform at optimal capacity.
This blog provides three helpful tips on how to max out workplace training, keep your employees engaged, and motivate them to stay loyal to your organization.
1. Encourage employees to regularly upskill
The Fourth Industrial Revolution is gaining ground rapidly. As a result, bleeding-edge tech like the Internet of Things, artificial intelligence (AI), and cloud computing render many jobs automated.
To help employees keep up with the times and send their expertise to the moon, HR teams need to educate staff on how they could grow their muscles and regularly upskill.
Generally, HR professionals should encourage employees to make a habit of continually picking up as many short pieces of advice and guidance as they can, in short bursts.
Specifically, employees should get their hands, ears, and eyes on the relevant industry:
- TED Talks
- Online courses
- Business books
Once your organization creates a framework that lets employees devour knowledge on autopilot, they’ll be much better prepared to drive your company forward.
2. Make career mapping part of your DNA
In essence, career mapping or career pathing is the process whereby brands put together guidelines for staff advancement within the organization.
The core components of a career map include designing role descriptions, outlining critical skill sets required for a given position, and providing the training needed to excel.
Why craft a career map?
One of the core advantages of career mapping is that it helps pinpoint advancement opportunities for every employee. After all, staff members will have a clear idea on the steps they need to take to progress within an organization and how long it’ll take them to get there.
While creating a career mapping might seem challenging, it's actually not that hard.
For starters, you can pick a starting point and decide on the initial entry position that most hires with entry-level resumes will take. In essence, it'll serve as the basis for the whole career map. Next, determine your final goal. In most cases, it'll be where the map ends with the highest position available. Lastly, come up with smaller-scale objectives that will act as the next career level from the previous one.
By crafting a robust career map and cementing it into your culture, your organization will enjoy happier, retainable, and more engaged employees.
3. Introduce microlearning
Among the primary benefits of microlearning is that it puts employees in charge of their learning curve.
Rather than making your staff members adhere to a particular set of learning materials and schedules, microlearning lets workers choose what they want to learn and how they want to do it. As a result, employees tend to be more engaged when reviewing the lessons and are more likely to drive their own development.
That said, one of the more prominent challenges organizations face when introducing microlearning is that it isn't exactly cut out for complex tasks, skills, or processes. That's because microlearning is all about rapid online learning, which means it isn't ideal for complex subject matters that contain plentiful topics, ideas, and concepts.
To counterbalance it, you can support employees' microlearning training by pairing them with mentors for a short time to show them the ropes and help perform at peak capacity. Another option is to craft supplemental microlearning activities that explore other facets of the topic and provide in-depth knowledge.
About the author
Max Woolf is a writer. He’s passionate about helping people land their dream jobs through the expert career industry coverage. In his spare time, he enjoys biking and traveling to Europe. You can find him on LinkedIn.