How L&D Plays a Role in Increasing Employee Engagement
The pandemic’s advent has critically hampered employee engagement within work environments worldwide. What Gallup mentions in terms of engaging employees raises a troubling question. What is causing disengaged employees? Today’s engagement metric stands at a high of 13% vs. the pre-COVID era, where engagement stood at a 35% high.
A well-defined learning structure helps your people develop their interpersonal and professional skills and instills a sense of belonging amongst them. Some of the results that learning and development can engender within a work culture are agility, collaboration, communication, decision-making, performance, and well-being.
Employee engagement is your most precious asset. How do your people evolve to give your organization a competitive edge?
To put the concept of employee engagement into context based on your current L&D, here are some key concepts to enhance your L&D process along with actively increasing employee engagement.
Review your L&D structure and processes
The essential key to increasing workplace productivity is to create and provide a team strategy that aligns with your business goals and is compatible with your employee’s skill set. How? Providing targeted training content that increases workplace collaboration, allows your people the flexibility to learn at their own pace, enables them to develop their career paths, and allows them to be heard. People want a sustainable ecosystem they can grow into and grow with, which can only be accomplished via a rock sold L&D strategy.
Throwing money at employee training only satisfies the books but results in repeatedly low productivity. One of the most cost-effective methods to improve productivity is personalizing training through learning paths in line with each employee’s skill set. There is no “one size fits all” in developing learning methodologies. Only by creating content that is intuitive, applicable, easy to comprehend, and comfortable to use will enable your employees increase work efficiency and productivity in their work environment.
Sounds easy, right? However, reviewing employee performance is a task taken lightly by many companies out there. Embracing a technologically advanced LMS facilitates tracking each employee’s learning progress while also defining robust strategies to increase their work productivity. Performance tracking usually becomes a negotiable aspect in L&D. It shouldn’t be. Tracking and documenting employee learning progress helps HRs to see and plug loopholes while creating a more sustainable engagement model for their teams.
When learning is engaging, people tend to get more competitive in showcasing their skills and interest at work. According to Gallup’s report, employees who are highly engaged at work often generate 21% greater profitability than others. They are more diligent and typically take on additional responsibilities. Giving your people the appreciation for what they do best enhances their confidence and creates a positive workplace culture. Recognizing employees training accomplishments with certificates, rewards, and competition motivates them to define their purpose within their profession while boosting morale and encouraging them to pursue learning with a confident mindset.
Develop Work Culture That Scales
Employees flourish when they are appreciated for the work they do. CareerBuilder’s survey highlights how 29% of employees get exhausted at work or develop stress and anxiety signs. Creating a productive work environment should be a key differentiator for your business growth. Integrating this culture into an organization is a task that requires a “storyteller” … Someone who can define that culture and motivate employees to buy into it. L&D helps you determine this story more effectively by setting the tone and vision for everyone at your workplace. Seeking employees’ feedback and implementing their recommendations also adds to healthy employee-centric work culture.
Want to advance your L&D? Then search for these key traits in any LMS.
- Interactively Engages Employees: A Learning management system does no good for your people when its content doesn’t do justice for them. Your LMS should address your employee’s pain points by assigning the most relevant content to their respective professions, encouraging and gathering feedback, providing credibility in their skill sets, and acknowledging their learning progress with certificates and rewards.
- High-Capacity User & Data Storage: Having an LMS that perfectly fits your actionable learning goals requires higher user management capabilities. Your L&D program needs to reach all employees across the company, country, or world. As such, the learning tool that fulfills your business objectives must be sturdily built and support a high quantity of simultaneous users accessing the same training at the same time.
- Evaluating an LMS against your current L&D requirements: Business goals change, and so do the L&D implementation methods for achieving compliance. The goal is for all learners to acquire new skillsets. Don’t allow current L&D practices to disappoint them with content that does not reflect their professional aspirations and expectations. Your learners expect an LMS that helps progress and fulfill their career aspirations. With the learning content in mind you’d like to employ, the LMS you choose will determine how engaged your employees are.
L&D brings significant possibilities to overcome your business challenges such as employee engagement and retention. Getting the right LMS for your team to get more interested in learning and aligning their thoughts with the company’s vision creates a positive work environment and the business’s overall profitability.