Neglecting onboarding for remote employees is a recipe for disaster.

I first came across Pranav Bakshi when my team at Learnsure was hired to train the HR department at a rapidly expanding e-commerce company. As part of the training program, we were tasked with conducting assessments of the HR team’s skills and knowledge.

During the assessment process, I encountered Pranav Bakshi, the HR manager at the company. Despite his many years of experience in the field, it quickly became clear that Pranav had a lot to learn. 

Then I learned about the HR disaster he had caused. 

When his company decided to hire a new remote employee, Pranav didn’t give it much thought. He sent over the paperwork and set up a quick video call to introduce the new hire to the team, but that was the extent of the onboarding process.

At first, everything seemed to be going well. The new employee seemed eager and motivated to get started. But as the weeks went by, it became clear that something was wrong. The new employee was falling behind on tasks, missing deadlines, and generally not meeting the expectations of the team.

Pranav brushed off the concerns of his colleagues, insisting that the new hire just needed more time to get settled in. But as the problems persisted, the rest of the team started to lose patience. Productivity was suffering and morale was low.

Finally, the straw that broke the camel’s back came when the new employee made a costly mistake that resulted in a significant loss for the company. The error could have been avoided with proper training and support, but Pranav had neglected to provide either.

The company was in a state of crisis, and it was all due to Pranav’s lack of attention and care. He had taken his job as HR manager lightly, and it had led to a disaster. The company was forced to let the new employee go and spend time and resources recovering from the mistake. It was a wake-up call for Pranav, and he learned the hard way the importance of properly onboarding and supporting remote employees.

Pranav’s story is not unique. Many companies struggle with onboarding remote employees, and the consequences can be serious. Poorly on-boarded employees are more likely to struggle with their work, feel disconnected from the team, and eventually leave the company. This can lead to a loss of productivity, morale issues, and increased turnover.

In this blog, we’ll explore the consequences of neglecting the onboarding process for remote employees, and why investing in a thorough onboarding program is essential for the success of your remote team.

Consequences of neglecting remote onboarding

Decreased productivity: Neglecting the onboarding process for remote employees can lead to decreased productivity as new employees may not fully understand their responsibilities or how to effectively complete their work. According to a study by the Society for Human Resource Management, 56% of employees who received inadequate onboarding reported lower productivity during their first year with the company.

Higher turnover rate: Remote employees who do not receive proper onboarding may feel frustrated or unsupported, leading to a higher turnover rate. A survey by the Wynhurst Group found that companies with a structured onboarding process had 50% higher retention rates compared to those without.

Lack of company culture: Onboarding is an important opportunity for remote employees to learn about the company’s values, mission, and culture. Without proper onboarding, remote employees may feel disconnected from the rest of the team and the company as a whole.

Miscommunication and errors: Without clear guidance and support during the onboarding process, remote employees may struggle to communicate effectively with their colleagues and may make mistakes in their work. This can lead to delays and disruptions in the workplace.

Decreased morale: Remote employees who are not properly onboarded may feel undervalued or unimportant, leading to decreased morale and job satisfaction. According to a survey by Glassdoor, a positive onboarding experience is one of the top factors contributing to employee satisfaction.

Decreased team cohesion: Onboarding is an opportunity for remote employees to get to know their colleagues and build relationships with them. Without proper onboarding, remote employees may struggle to connect with their team and may feel isolated in their work. This can lead to decreased team cohesion and collaboration.

Reduced efficiency: Remote employees who do not receive proper onboarding may have to spend more time trying to figure out their tasks and responsibilities, leading to reduced efficiency in the workplace. According to a survey by the Workforce Institute, companies that provide comprehensive onboarding experience an increase in efficiency by 70%.

Negative impact on customer experience: If remote employees are not properly onboarded, they may struggle to provide high-quality customer service or support. This can lead to a negative impact on the customer experience and may result in customer churn or loss of business. A survey by Zendesk found that companies with strong onboarding processes have a customer retention rate that is 36% higher than those without.

The key to successful remote onboarding

Despite the potential consequences of neglecting the onboarding process for remote employees, it is possible to conduct thorough and effective onboarding to ensure that new hires feel supported, integrated, and productive in their roles. To do so, companies can take the following steps:

⚡Clearly communicate expectations and responsibilities: Make sure that remote employees have a clear understanding of their tasks and responsibilities from the outset. This can be done through training materials, job descriptions, and regular check-ins with managers or mentors.

⚡Provide the necessary tools and resources: Ensure that remote employees have access to the necessary tools and resources to complete their work effectively. This may include software, equipment, and access to relevant information and resources.

⚡Foster connections with colleagues: Encourage remote employees to connect with their colleagues and build relationships with them. This can be done through virtual team-building activities, regular check-ins, and online social events.

⚡Offer ongoing support and training: Provide ongoing support and training to ensure that remote employees have the opportunity to continue learning and growing in their roles. This may include regular check-ins with managers, access to learning resources, and ongoing training and development opportunities.

By following these steps and investing in a thorough onboarding process, you can ensure that your remote employees feel supported and successful in their roles. Don’t make the same mistake Pranav made – invest in your remote team, and watch them thrive.”

The impact of neglecting employee training.

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“One day, a senior manager in HR had a truly outrageous idea. During a group meeting for cost-cutting, he confidently declared, “Let’s scrap employee training altogether! Why bother wasting our precious time, money, and resources on teaching people how to do their jobs? They should already know how to do them, right? After all, that’s why we pay them, isn’t it?” 

“The entire room, including the CEO, was shocked by the HR manager’s suggestion. On the surface, it seemed like a no-brainer – why spend time and money training employees to do their jobs when we’re already paying them to get the work done? But at the same time, something about the idea just felt wrong. After all, employee training had been a cornerstone of the organisation for years, and yet nobody seemed to know how to respond. The team looked at each other in confusion, wondering how they could justify the continued investment in employee development. 

“The CEO of the company was a seasoned business leader, and he knew a bad idea when he heard one. Despite the HR manager’s attempts to appear smart and forward-thinking, his suggestion to abandon employee training was short-sighted and potentially disastrous for the company’s long-term success. 

Do you know what was the result of the meeting?

The HR manager was promptly fired for his foolish suggestion to abandon employee training. The CEO, a wise and savvy business leader, recognized the danger of such a short-sighted and potentially devastating proposal and took swift action to protect the company’s long-term success. Not only did this move demonstrate an important lesson: sometimes the best way to save money and protect a company’s reputation is to get rid of individuals who could potentially harm. In the same meeting, the CEO explained to everyone why employee training is so important and how it can lead to increased productivity, lower turnover rates, improved customer service, and so on.

In this blog, we will look at the consequences of neglecting employee training and why it’s critical for any organisation that wants to stay competitive and successful.

The consequences of neglecting employee training

Here are some of the consequences that organisations can expect when they neglect employee training:

Decreased Productivity:

One of the most immediate and obvious consequences of neglecting employee training is decreased productivity. Employees who are not trained or who have outdated skills may struggle to complete tasks efficiently and accurately, leading to reduced efficiency and productivity. According to a study by the American Society for Training and Development, organisations that invest in employee training see an average of 22.8% higher profitability as a result of increased productivity.

Lower morale:

When employees don’t receive proper training, their motivation and work performance suffers. This can lead to lower productivity and reduced efficiency, which can in turn result in slower turnaround times or lower-quality products and services. Additionally, when employees lack confidence in their skills and abilities, they may be less likely to take on new challenges or contribute ideas, resulting in lower overall morale.

High employee turnover:

Another consequence of neglecting employee training is high employee turnover. Employees who feel that their skills and knowledge are not being developed may become disengaged and may be more likely to leave the organisation. High employee turnover can be costly, as it requires time and resources to recruit and train new employees. According to the Society for Human Resource Management, the cost of replacing an employee can be as high as 50-60% of their annual salary.

The decline in customer satisfaction:

Content: Neglecting employee training can also lead to a decline in customer satisfaction. Customers expect a high level of service and expertise, and employees who are not trained or who have outdated skills may be unable to provide this. This can lead to negative reviews and a decline in customer loyalty, which can have a long-term impact on the organisation’s reputation and revenue. According to a study by American Express, a 5% increase in customer retention can lead to a 25-95% increase in profits.

The financial impact of neglecting employee training.

The financial impact of neglecting employee training can be significant and far-reaching. As mentioned earlier, poorly trained employees can result in decreased productivity, lower morale, and a higher rate of employee turnover.

Some estimates say that the average cost of training an employee is around $1,200 per person. Additionally, money isn’t the only resource that can be lost when employee training is neglected. The organisation’s reputation and customer loyalty can also suffer, which could have long-term consequences for the bottom line. Consequently, recognizing the risks of failing to invest in employee training is essential for enterprises that want to make educated choices about their investments in talent development.

Though the cost would defer for every business, here are some steps to help calculate the financial impact of not training employees:

Identify the costs of employee training:

The first step in calculating the financial impact of not training employees is to identify the costs of the training itself. This includes instructor fees, materials and supplies, travel and accommodations, and any other direct costs associated with the training. It’s important to be as thorough as possible when identifying these costs, as they will form the foundation of your calculation.

Estimate the impact on productivity:

The next step is to estimate the impact of not training employees on productivity. This can be difficult to quantify, as it involves considering factors such as the complexity of the tasks being performed, the skill level of the employees, and the potential for mistakes or errors. However, there are a few approaches you can take to estimate the impact on productivity:

Use data from past training programs:

If you have data on the productivity of employees before and after training, you can use this data to estimate the potential impact of not training employees. For example, if you have data showing that productivity increased by 15% after training, you can estimate that productivity would decrease by 15% if the training were not provided.

Use industry benchmarks

If you don’t have data from past training programs, you can use industry benchmarks to estimate the impact on productivity. For example, the American Society for Training and Development reports that organisations that invest in employee training see an average of 22.8% higher profitability as a result of increased productivity.

Estimate the impact on employee turnover:

The next step is to estimate the impact of not training employees on employee turnover. This can be difficult to quantify, as it involves considering factors such as employee engagement, job satisfaction, and the availability of alternative employment opportunities. However, you can use data from past training programs or industry benchmarks to estimate the potential impact on employee turnover. For example, the Society for Human Resource Management reports that the cost of replacing an employee can be as high as 50-60% of their annual salary.

Estimate the impact on customer satisfaction:

The final step is to estimate the impact of not training employees on customer satisfaction. This can be difficult to quantify, as it involves considering factors such as customer expectations and brand loyalty. However, you can use data from past training programs or industry benchmarks to estimate the potential impact on customer satisfaction. For example, the American Customer Satisfaction Index reports that customers are 30% more satisfied with products and services when they have received adequate training.

Now that we have a better grasp of the associated expenses, let’s explore ways to reduce the cost of employee training instead of shutting it down altogether.

Tips for minimising the cost of employee training:

Here are some practical strategies for reducing the cost of employee training:

Use in-house trainers:

Instead of hiring an outside instructor or trainer, consider using internal employees who are experts in their field to lead the training. This can save on instructor fees and travel costs.

Offer training during slow periods: 

Schedule training during slow periods to minimise the impact on productivity. This can also be a good opportunity to offer training to a larger number of employees at once, which can be more cost-effective.

Leverage online resources: 

Online training resources, such as webinars, e-learning courses, and video tutorials, can be a cost-effective way to provide training to employees.

Use free or low-cost materials: 

Instead of purchasing expensive training materials, consider using free or low-cost resources such as articles, videos, or case studies.

Offer smaller, more targeted training sessions: 

Instead of offering long, comprehensive training programs, consider offering shorter, more targeted training sessions that focus on specific skills or knowledge areas. This can be more cost-effective and can also be more relevant and impactful for employees.

Encourage employee-led training: 

Encourage employees to share their skills and knowledge with their colleagues through peer-to-peer training sessions. This can be an effective way to provide training without incurring additional costs, and can also foster a culture of learning and development within the organisation.

Utilise internships or apprenticeships: 

Consider offering internships or apprenticeships as a way to provide training to employees. This can be a cost-effective way to train employees, as they are often willing to work for a lower salary in exchange for the training and experience.

Negotiate group discounts

If you are hiring an outside instructor or trainer, consider negotiating group discounts for training multiple employees at once. This can be a cost-effective way to provide training to a larger number of employees.

Overall, there are many strategies that organisations can use to reduce the cost of employee training. By being creative and proactive, it’s possible to provide valuable training to employees without breaking the bank. Finally, never consider abandoning employee training as it can be detrimental to the growth and success of your organisation. Investing in your employees is an investment in the future of your business!

Does off-the-shelf learning work?

Does off the shelf learning work

Off-the-shelf courses, or pre-packaged learning resources that are designed to be used by a wide audience, have often gotten a bad reputation in the field of professional learning. Many people believe that these resources are inherently inferior to custom-designed training programs and that they are less effective at improving skills and knowledge.

They are not entirely wrong. We have seen countless cases where a one-size-fits-all approach fails to meet the needs of learners. While these pre-packaged resources can be effective in certain cases, they are not suitable for all learning situations.

One reason is that these resources are often designed to be one-size-fits-all, and may not take into account the unique needs and goals of individual learners. This can make the learning experience less engaging and relevant and can lead to lower retention and understanding of the material. Off-the-shelf learning resources may not be regularly updated to reflect the latest research and best practices in the field. This can make the material outdated and less valuable to learners.

However, we believe that is a mistake to disregard off-the-shelf learning altogether. In this blog, we will explain why off-the-shelf learning can be effective, and how it can be used to complement custom initiatives.

Advantages of off-the-shelf learning

First of all, off-the-shelf learning has several advantages over custom-designed courseware. It is typically more cost-effective, as the courses are already developed and ready to use. Additionally, they often come with user-friendly interfaces and are easy to access

Off-the-shelf learning also offers more flexibility when it comes to delivery methods – it can be used for self-paced, classroom instruction, or blended approaches. They also offer a wide range of topics and can be used to supplement existing training initiatives with new material.

Finally, many off-the-shelf learning resources are now tailored to the specific needs of learners. This means that they can be customised and adapted to meet the unique requirements of individual learners or organisations. This makes them a powerful and cost-effective way to deliver meaningful training experiences that are relevant and engaging

Using off-the-shelf learning effectively

If you find off-the-shelf training ineffective, you probably aren’t using it in the right way. To get the most out of off-the-shelf learning, organisations should be mindful of how they use it. Here are some tips for making the most of these resources:

Content Curation: When selecting off-the-shelf resources, it is important to choose ones that are relevant and up-to-date. This will ensure that the content is engaging and provide learners with the most current information. Don’t just settle for the first resource you find – make sure it is a good fit for your learners and goals. For instance, if the goal is to improve technical skills, find a resource that provides tutorials and step-by-step instructions. Look for reputed sources with a good track record.

Customisation: Don’t be afraid to modify the off-the-shelf resources so that they are more tailored to your learners’ needs. For instance, add supplemental videos or presentations to provide additional context and explanation. Make sure the content is engaging and relevant by including interactive activities and quizzes. Involve subject matter experts to ensure the accuracy and relevance of the material. At Learnsure AI, we have modified a wide range of off-the-shelf resources to meet the specific needs of our clients. Compared to custom learning development, this has saved our client both time and money – a true win-win situation!

Integration: Off-the-shelf learning should be integrated into existing training initiatives rather than used as a stand-alone resource. This will ensure that learners receive instruction on both theory and practice, giving them a holistic view of the topic. Additionally, integrating off-the-shelf learning with custom-designed courses will create a more interactive and engaging learning environment.

Mentoring: Research suggests that off-the-shelf programs can be effective when the content is suitable for the learner’s needs and when it is supported by coaching or mentoring. Providing learners with support increases engagement and helps them better understand the material. Make sure there are people available who understand the content and can provide guidance as needed. Additionally, consider providing social forums where learners can ask questions and collaborate – this will help create an interactive learning environment and encourage learning.

On-going Evaluation: It is important to regularly evaluate and assess the effectiveness of the off-the-shelf material. Use evaluation metrics such as completion rate, knowledge retention and performance on assessments. This will help you identify areas for improvement and understand what learners find most engaging about the content.

Where to use off-the-shelf training?

There are some scenarios where off-the-shelf training is likely to be the best option.

Generic Learning: If you need to provide general knowledge and skills training, off-the-shelf materials can be useful. For example, if you need to train staff on customer service or sales techniques, an off-the-shelf course would be a good choice.

Compliance Training: Off-the-shelf compliance courses are often the most cost-effective way to ensure that your organisation is up to date with all relevant laws and regulations. You don’t need to build a custom course from scratch – simply select the appropriate off-the-shelf resource.

Soft Skills: Off-the-shelf courses are also a great option for soft skills training such as communication and problem-solving. These courses often include videos, interactive activities and assessments to ensure learners retain the key concepts – all without having to design a custom learning solution

Time-sensitive Training: If you need to provide training quickly, off-the-shelf courses can be a great solution. You can find ready-made content that is already licensed and relevant to the topic. Plus, this type of content is often more affordable than custom development.

High-Volume Training: If you have a large number of learners that need to take the same training, it can be more efficient and cost-effective to use pre-created resources rather than creating custom content from scratch.

In summary, off-the-shelf learning can be an effective way to train your workforce quickly and cost-effectively. However, it is important to select resources carefully, customise them where necessary, integrate them into existing training initiatives, provide support when needed and evaluate their effectiveness on an ongoing basis. With these tips in mind, you can use off-the-shelf materials to provide engaging learning experiences for all of your learners!

Where to avoid off-the-shelf training?

Having said that, there are some situations where off-the-shelf training is not the best option

Organisational Culture: Off-the-shelf courses tend to be generic and one size fits all, so they may not always fit your organisation’s unique culture. If you need to emphasise corporate values or tailor content to specific scenarios, custom development will be more suitable.

Specialised Topics: For specialised topics such as complex technical processes, it is usually better to create custom learning solutions that are tailored to the learners’ needs. In these cases, an instructor-led course is often the more effective option as learners can ask questions and receive feedback in real time. This ensures that all relevant information is included and allows for greater customization of the content

Highly Sensitive Information: When dealing with confidential or sensitive information, it is important to keep data secure. With off-the-shelf content, you cannot always guarantee that the information is secure. In these cases, it is best to create your own custom solution so that you have full control over the data and can ensure its security

In conclusion, while off-the-shelf training can be an effective option in many scenarios, there are some situations where custom development will be more suitable. As with all types of learning solutions, it is important to consider the unique needs of your learners before making a decision on which approach to take. By choosing wisely and evaluating regularly, you can create engaging and effective learning experiences for all of your learners!

Conclusion:

Yes. If used wisely, off-the-shelf learning can be a great option for many organisations looking to provide training quickly and cost-effectively. However, it is important to select resources carefully, customise them where necessary, integrate them into existing training initiatives, provide support when needed and evaluate their effectiveness on an ongoing basis.

In conclusion, off-the-shelf learning can be an effective way to rapidly train employees in compliance issues or soft skills while also saving costs. Additionally, pre-created content often offers more flexibility and customization than creating custom content from scratch. By following the tips outlined in this blog, you can ensure that off-the-shelf resources are used in the most effective way possible. With the right approach, these resources can help organisations save time and money while still delivering quality training experiences to their learners.

At Learnsure AI, we believe in using the right combination of custom and off-the-shelf solutions to create engaging learning experiences that meet your organisation’s unique needs. We specialise in helping organisations make the most of off-the-shelf resources by curating, customising, integrating and supporting them effectively. Contact us today to learn how we can help you get the most out of your off-the-shelf learning!  

Maximising the potential of eLearning through personalisation.

Maximize the potential of eLearning through personalization

As a learning and development professional, I’ve seen firsthand the challenges that organisations can face when it comes to training their employees. It can be difficult to find a one-size-fits-all training solution that meets the needs of a diverse workforce, and even more challenging to ensure that the training is actually effective and leads to real skill development.

That’s why I was so excited to discover the potential of personalization in eLearning. I had the opportunity to work with a large corporation that was struggling to effectively train its employees on a new software system. We implemented a personalised eLearning program that used adaptive learning algorithms to tailor the content and pace of the training to each individual’s needs and abilities.

The results were nothing short of amazing. Not only did the employees perform better on assessments and demonstrate a deeper understanding of the material, but they were also more motivated and engaged in the training process. And best of all, the company saw a significant improvement in the speed and accuracy with which their employees were able to use the new software, leading to increased productivity and profitability.

In this blog post, I’ll be sharing more about the benefits of personalization in eLearning for corporate training and development, as well as some strategies for effectively implementing personalised learning programs in your organisation.

One of the most powerful aspects of personalization in eLearning is the ability to tailor the content and delivery to the specific needs and goals of each individual learner. This can be especially valuable in a corporate setting, where employees may have different levels of experience, expertise, and learning styles.

For example, an experienced employee who is already familiar with the basics of the software might benefit from more advanced training and personalised learning paths that allow them to delve deeper into specific features and functionality. On the other hand, a newer employee who is just learning the basics might benefit from a more structured and scaffolded learning experience that helps them build a solid foundation of knowledge.

Here are some benefits of personalised e-learning

  • Improved engagement and motivation: personalised e-learning allows learners to choose learning paths and activities that align with their interests and goals, which can increase their engagement and motivation in the learning process.
  • Increased retention and understanding of material: personalised e-learning can be tailored to the unique learning needs and abilities of each learner, which can help them retain and understand the material more effectively.
  • Greater flexibility and convenience: With personalised e-learning, learners can choose when and where they access the learning material, which can be especially convenient for learners with busy schedules or those who prefer to learn at their own pace.
  • Greater individualization and customization: personalised e-learning allows for a more individualised and customised learning experience, which can be especially valuable for learners with diverse learning styles and needs.
  • Improved learner outcomes: personalised e-learning has been shown to lead to improved learner outcomes, including better performance on assessments and a deeper understanding of the material.
  • Enhanced accessibility: personalised e-learning can be designed to be accessible to learners with disabilities, allowing them to access the same learning material and resources as their peers.
  • Greater cost efficiency: personalised e-learning can be more cost-effective than traditional in-person training, as it eliminates the need for travel and accommodation costs and allows organisations to reach a wider audience.
  • Better alignment with organisational goals: personalised e-learning can be tailored to align with the specific goals and objectives of an organisation, helping to ensure that the training is relevant and impactful.
  • Enhanced scalability: personalised e-learning can be easily scaled to meet the needs of a growing or changing workforce, making it a flexible and adaptable training solution.
  • Improved learner satisfaction: personalised e-learning can lead to greater learner satisfaction, as it allows learners to feel more in control of their learning experience and to choose learning paths that align with their interests and goals.

Personalization in eLearning also allows for more flexibility and convenience in terms of when and where employees can access the training. With self-paced online courses, employees can learn at their own pace and on their own schedule, making it easier to fit training into busy work schedules.

Personalisation Strategies

Now that we know the benefits of personalised e-learning, let’s discuss some strategies for personalising e-learning content. 

Adaptive learning algorithms:

One approach is to use adaptive learning algorithms, which use learner data such as performance on assessments and interactions with the learning material to tailor the content and pace of the course to each individual learner’s needs and abilities. This can be an effective way to ensure that learners are receiving the support and challenge they need to succeed.

Sense of ownership:

Another strategy is to allow learners to select their own learning paths and activities, within certain parameters set by the educator. This can give learners a sense of ownership and control over their learning experience and can be especially effective for learners who have specific goals or interests.

Learner data:

Content can also be personalised by using learner data to provide targeted recommendations for learning activities or resources. For example, if a learner is struggling with a particular concept, an e-learning platform might recommend additional resources or activities to help them gain a deeper understanding of the material.

Learning experience:

It’s also important to consider the use of multimedia and interactive elements in personalised e-learning. By using a variety of media types, such as videos, podcasts, and simulations, educators can create a more engaging and interactive learning experience that is tailored to the needs and preferences of individual learners.

Finally, it’s crucial to regularly assess and track the progress of learners in a personalised e-learning program, in order to make any necessary adjustments and ensure that the learning experience is meeting the needs and goals of the learners.

The role of technology in enabling personalisation

Technology plays a crucial role in enabling personalization in eLearning. There are many different tools and platforms available that can help educators to deliver customised and individualised learning experiences to their learners.

One important tool is the learning management system (LMS). LMSs are software platforms that allow educators to create, deliver, and track eLearning courses and training programs. Many LMSs offer features such as adaptive learning algorithms, customizable learning paths, and analytics that can help educators personalise the learning experience for their students.

Artificial intelligence (AI) is another technology that is increasingly being used to enable personalization in eLearning. AI can be used to analyse learner data and provide personalised recommendations for learning activities or content, or to adapt the learning experience in real-time based on the learner’s progress and needs.

Other technologies that can be used to enable personalization in eLearning include gamification, which uses game-like elements to engage learners and motivate them to progress through the material; and virtual reality (VR), which can provide immersive and interactive learning experiences that are tailored to the needs and preferences of individual learners.

Tips for educators

Implementing personalization in online courses can be a powerful way to enhance the learning experience and improve student outcomes. However, it’s important for educators to carefully consider how to effectively implement personalization in their courses, in order to achieve the desired results. Here are some tips for educators on how to effectively implement personalization in their online courses:

Start by identifying the goals and objectives of the course, as well as the needs and goals of the learners. This will help to ensure that the personalization strategies you implement are aligned with the overall purpose and direction of the course.

Consider the use of technology to enable personalization. Learning management systems (LMS) and artificial intelligence (AI) can be valuable tools for delivering personalised learning experiences, but it’s important to choose the right technology for your needs and to be familiar with its capabilities.

Allow learners to choose their own learning paths and activities, within certain parameters set by the educator. This can give learners a sense of ownership and control over their learning experience and can be especially effective for learners who have specific goals or interests.

Use multimedia and interactive elements to create a more engaging and interactive learning experience. By using a variety of media types, such as videos, podcasts, and simulations, educators can create a learning experience that is tailored to the needs and preferences of individual learners.

Regularly assess and track the progress of learners in a personalised e-learning program, in order to make any necessary adjustments and ensure that the learning experience is meeting the needs and goals of the learners.

It’s also important to find a balance between individualization and the need for structure and consistency in an online course. While personalization is an important factor in creating an effective learning experience, it’s also important to provide a clear structure and consistent expectations for learners in order to ensure that they are able to progress through the material effectively. By striking the right balance, educators can create an online course that is both personalised and structured, providing learners with the support and challenge they need to succeed.

Wrapping up

Overall, personalization in eLearning has the potential to transform the way organisations approach employee training and development. By tailoring the learning experience to the unique needs and goals of each individual learner, organisations can improve the effectiveness and impact of their training programs and better equip their employees to succeed in their roles. So, it is always a wise decision to implement personalization in eLearning.

Improving Learning Retention at Work.

Improving Learning Retention at Work

One of the challenges in any organization is how to get employees to retain the information they learn. Whether it’s from a training session, an e-learning course, or simply reading an article, if the knowledge isn’t retained, it may as well not have been learned in the first place. Unless the learning is continually reinforced, it will quickly be forgotten.

There are several reasons why people forget new information quickly. One is that we are constantly bombarded with new information and our brains can only process so much. Another reason is that we often don’t take the time to learn something new, we just try to get through it as quickly as possible. Lastly, we tend to forget things even if we do try to learn them because we don’t have a good way of retaining the information. It’s like trying to remember a phone number that you’ve only heard once – unless you write it down, or use some other method to store the information, you’ll probably forget it within a few minutes.

So how can you improve learning retention in your organization?

Many strategies can be used to improve learning retention. One of them is to ensure that there is a culture of continuous learning in the organization. This means that employees are encouraged to learn new things regularly and that they feel like their learning is valued by the organization. More importantly, reinforcing what is learned is just as important as the initial learning.

In this post, we’ll share some tips on how to improve learning retention in your organization.

1. Make learning a part of your organizational culture

Often, the biggest barrier to learning retention is that employees don’t see the value in what they’re learning. If they feel like their learning is going to be forgotten as soon as they leave the training room, they’re not going to be very motivated to pay attention and absorb the information.

You need to make it clear to employees that learning is valued in the organization and that it’s something that everyone is expected to do. You can do this by setting up a learning committee, sending out regular updates on what employees are learning, or even just holding regular lunch-and-learns.

If you make learning a part of your organizational culture, employees will be more likely to see the value in it and be more receptive to retaining what they learn.

2. Reinforce what is learned.

We might think that once employees have learned something, they’ll remember it forever. But that’s not how learning works. For new information to be stored in long-term memory, it needs to be rehearsed and reinforced.

There are a few different ways you can reinforce what employees have learned. One is to give them periodic quizzes on the material. This not only helps them to remember what they’ve learned, but it also allows you to identify any areas where they might need more help.

Another way to reinforce learning is to offer refresher courses or follow-up discussions. This gives employees a chance to review the material and ask any questions they might have. It also shows them that you’re committed to helping them learn and remember the information.

3. Use different methods to teach new information

When you’re teaching employees new information, it’s important to use a variety of methods. This is because different people learn in different ways and what works for one person might not work for another.

Some employees might prefer to learn by reading, while others might prefer to learn through discussion or hands-on activities. By using a variety of methods, you’ll reach more employees and increase the chances that they’ll remember what they’ve learned.

4. Space it out

When you’re introducing new information to employees, it’s important to space out the learning. This means that you shouldn’t try to teach them everything at once. Instead, break the material down into manageable chunks and spread out the learning over some time.

One way to do this is to introduce the material a little bit at a time. For example, you might want to teach them one concept today and another concept next week. This will help employees to better understand and remember the information.

5. Make it personal

When employees feel like they can relate to the material they’re learning, they’re more likely to pay attention and remember it. You can make learning more personal by using case studies or examples that are relevant to your employees’ jobs. This will help them to see how they can use what they’re learning in their everyday work.

Another way to make learning more personal is to allow employees to choose what they want to learn. This could be done through a learning menu or by allowing them to design their learning plan. When employees have a say in what they learn, they’re more likely to be engaged and motivated to remember it.

6. Make learning fun.

Nobody wants to feel like they’re back in school, but that doesn’t mean learning can’t be enjoyable. There are several ways you can make learning fun, such as gamification, simulations, and competitions.

By making learning fun, you’ll help employees to see it as a positive experience. This will make them more likely to pay attention and retain what they’ve learned.

7. Use technology to your advantage.

Technology can be a great tool for helping employees learn and remember new information. There are several different ways you can use technology to your advantage, such as:

  • Using e-learning platforms to deliver training
  • Creating digital flashcards to help employees review material
  • Using apps to help employees track their learning progress

8. Provide opportunities for practice.

Unless employees have a chance to practice what they’ve learned, they’re likely to forget it. You can provide opportunities for practice by having employees complete exercises or role-playing activities. This will help them to solidify their understanding of the material and give them confidence in their ability to apply it.

9. Encourage social learning.

Social learning is a great way to encourage employees to learn from each other. This could be done through forums, discussion groups, or even simple water cooler conversations. When employees can share their knowledge and experiences, they’re more likely to remember what they’ve learned.

10. Celebrate successes.

When employees feel like their efforts are being recognized, they’re more likely to be engaged in their learning. You can celebrate successes by giving employees awards, recognition, or even just a simple thank you. This will help to keep them motivated and encourage them to continue learning.

Final Thoughts

Learning retention is always going to be a challenge, but there are some things you can do to make it easier. By incorporating some or all of the strategies above, you can help your employees to better remember what they’ve learned. This will ultimately lead to improved job performance and a more knowledgeable workforce.

Content Creation for Modern Learning

Content creation for modern learning

The business world is going through a digital transformation, and no sector remains unaffected. L&D departments are no exception. Due to recent technological breakthroughs and changes in learner preferences, you can no longer structure training content using macrolearning or other outdated methods. This requires businesses to reinvent content creation for modern learning. Only with a modern strategy can you expect your team members to adopt new skills critical to your company’s growth.

In this entry, we’ll discuss the basic principles of creating content for contemporary corporate training.

What Does Proper Learning Material Include?

Gone are the days when employee training relied on tedious two-hour-long lectures. Millennials have taken over the workplace, and mobile learning has significantly expedited the whole process. Consequently, businesses from all over the world have embraced a new approach to staff skill development. Here’s what it looks like:

Convenient and Easily Accessible Content

Today’s workplace is a dynamic environment. Norms and regulations are constantly evolving, which is why your employees have to keep up with all the changes. Therefore, organizations should fuel their learners’ need to learn regularly and rapidly.

To that end, most training sessions consist of aggregated and curated content. This method ensures that all necessary knowledge is in one place and highly relevant to the learners’ needs.

Such modules also empower people to come up with individual learning paths. The administrators provide a design and technological framework, but it’s up to the trainees to explore and customize their experience. For instance, an optimized LXP (Learning Experience Platform) allows the participants to skip sections they don’t wish to take. This puts the learner in control since materials aren’t foisted upon them.

Ample Personalization Options

Modern learning platforms emulate Netflix and Amazon in many aspects, including personalization. These systems allow users to select content according to their preferences and previous interactions. Hi-tech workplace training solutions follow the same principle.

Employees expect many things from their learning sessions, but flexibility and the ability to choose are the highest priorities. Telling them what to practice and how to do it deters them from acquiring skills. If they can select the preferred material and how to absorb it, they’ll feel empowered during their training. This, in turn, improves the chances of knowledge retention.

Another feature of modern courses is an organic learning environment. For example, polished platforms pique the trainees’ interest by letting them review and rate modules. They also promote peer learning through Facebook or other social media.

Learning Available Anytime, Anywhere

Adults highly appreciate the opportunity to learn whenever and wherever they want to. Accordingly, training sessions shouldn’t be scheduled during work hours only. People don’t like to leave more important desk duties to take a course, especially if they’re urgent. Instead, materials should be provided at their convenience with on-demand learning.

This is crucial to engaging your employees and making them feel empowered. There are many ways to accomplish empowerment:

  • Implementing mobile learning – Trainees require instant information they can access on the fly. Mobile learning meets this need perfectly.
  • Create fluff-free and relevant content – Background company information is often superfluous. That’s why most modern courses jump to job-specific skills, engaging the learner from the get-go.
  • Developing searchable content – The search function lets employees return to previous modules and revise.
  • Ensuring compatibility – E-learning platforms usually work with multiple devices, such as cell phones and desktop computers. This way, people can access learning content using their preferred machine.
Providing Interactive and Exciting Content

Most companies, including banking, finance, and insurance institutions, have to perform compliance training. It ensures the entire team is brought up to speed with the recent developments crucial to numerous areas.

But these sessions are often dull, which is why workers may tune off and miss vital sections. To prevent this scenario, incorporating media and room for interaction is imperative. There are many established practices that achieve audience engagement:

  • Using videos and images whenever possible – They shouldn’t be employed only to reinforce written lessons. In some cases, they can replace them altogether.
  • Adding quizzes and questions between topics to maintain interest and engagement.
  • Assigning “homework” to allow learners to apply the training materials in a meaningful way.
  • Sprinkling statistics, trivia, and thought-provoking research.
  • Gamification modules.
Adopting Design Thinking

Design thinking puts the learner first in any learning environment. The whole experience is created with special attention to the participants’ needs. This makes for intuitive, experiential sessions that fully immerse the trainees. The chances of greater knowledge retention are also higher.

What is more, the design thinking strategy isn’t restricted by its content studio. The approach can leverage brand-new technology to provide better collaboration, social learning, shareability, and accessibility. Overall, it helps create a sustainable employee development culture.

Integrating User-Generated Content (UGC)

UGC is any type of content (video, image, review, slide deck, etc.) created and delivered by learners. The technique has quickly risen to prominence since it rapidly improves activity and engagement from otherwise passive audiences. It fosters a knowledge-based environment, where users can make a genuine contribution and become immersed in the training experience.

By having all participants pitch in with their content, they can facilitate the conversation without L&D admins having to steer them. It’s a great way to elicit enthusiasm and creativity from your employees by welcoming additional input.

Some of the best-known forms of UGC include:

  • Q&A blogs and forums
  • Tweets
  • Photographs
  • Videos
Incorporating Microlearning

People are no longer fond of traditional learning styles that consisted of a lecturer and a bunch of words on a blackboard. The preferred method for today’s employees is microlearning. During microlearning sessions, training content is delivered through small information chunks. These chunks are organized in standalone modules that last up to 10 minutes and address one learning goal at a time.

This approach is perfect for new-age learners with short attention spans. With bite-sized modules, they are more likely to memorize the materials presented and pick up new skills.

What makes content suitable for modern learning?

Keep Up With the Future

Adapting to the ever-changing workplace requires you to manage a huge number of business areas. One of them is the transforming content delivery for modern learning.

To make sure your employees are equipped with adequate training materials, integrate with Learnsure. Our streamlined platform has all you need for efficient workforce skill development, including an intuitive interface and a wide range of modules. Check out our services and see how we can help prepare your staff for future challenges.

Upskilling & Reskilling for the Digital Workplace

Upskilling & reskilling for the digital workplace

You may have heard of terms such as “knowledge work” or “knowledge economy.” These terms come from the phenomenon known as the digital revolution, which is transforming how we do things.

The digital revolution has turned a significant part of our day-to-day activities into data—and this data is available at our fingertips on mobile devices and in the cloud. Data and analytics are the currency of modern business and industry, and we need to look at our work in a new way: as an “ecosystem.”

The digital revolution demands that we rethink how we manage people in terms of knowledge—upskilling employees for the jobs they have now, reskilling them to take on different roles, or retraining them for entirely new jobs.

Upskilling & Reskilling for the Digital Workplace

What is Upskilling?

Upskilling is a process that an employee goes through to acquire new knowledge and skills that will enhance his or her current job.  It can mean learning new tasks, but it also may involve learning new technologies that are related to the worker’s occupation. 

Upskilling employees is often necessary for both up-and-coming new talent and seasoned professionals. The latter may require skills refreshers, additional certifications, or higher degrees to position themselves for promotion.

What is Reskilling?

Reskilling is a process that resets an employee’s knowledge and skills so he or she can perform at higher levels—or acquire entirely new talents. It’s not just about acquiring new skills and knowledge for existing jobs—it can also include training employees to work in different capacities altogether, such as switching from software engineer to sales representative or moving from being an admin assistant to being a remote book.

Reskilling can take a variety of forms: formal training, on-the-job coaching, self-study with online courses or other resources, mentoring from company managers, and more.

Also Read: Transform the learning culture in your organisation

Developing a successful upskilling and reskilling program. 

Upskilling and Reskilling is a critical part of cultivating a modern workplace because it allows workers to take on new tasks and work in different capacities.  It’s also necessary for companies to evolve with the times. Reskilling helps employees stay ahead of the curve by learning new skills that they may grow into overtime, while upskilling keeps workers abreast of the newest technologies and tools to better perform their job.

Identify existing upskilling/ reskilling areas:

One way to fill skill gaps is by identifying areas where people lack expertise and then training them on what needs to be covered. Start by understanding your employees’ needs and wishes, as well as their professional interests and goals. Run feedback and surveys to collect more information and assess their skills independently. This will help you zero in on the skills that need to be upgraded or learned anew.

Decide: Upskilling or reskilling?

Once you have identified the gaps, set out to create a plan of action. Decide on the programs and training that will be most beneficial for your employees. The type of upskilling or reskilling program you choose depends on several factors, including whether it’s short-term or long-term, how much effort, time, and financial investment it will require, and whether the organisation can implement it.

Identify tools for upskilling and reskilling.

There are many tools available today that would allow organisations to effectively train and educate their employees to upskill and reskill them. For instance, upskilling programs for new talent can include internships, mentorship, on-the-job training, coaching sessions, skills workshops, and boot camps. Reskilling programs for seasoned veterans may be more likely achieved through mentorship or formal education, such as graduate courses. However, mentorship can be incredibly beneficial for reskilling programs. It’s typically easier to learn new skills through coaching or on-the-job training than it is independently.

Develop a career path.

One of the most important aspects of an effective upskilling and reskilling program is that it’s integrated into a company’s overall career development plan. This allows employees to see the long-term value of upskilling and reskilling and makes it more likely that they will participate in training programs. It also helps managers track employees’ progress and ensure they are taking advantage of the available opportunities.

Personalise programs.

Another important factor to consider when designing an upskilling or reskilling program is that it must be personalised to meet the needs of individual employees. Not everyone learns in the same way, and what works for one person may not work for another. Tailor programs are engaging and interesting, and offer a variety of methods through which employees can learn, such as online courses, videos, books, or lectures.

Maintain Continuity.

Finally, it’s important to remember that upskilling and reskilling should be an ongoing process. New technologies and tools are always emerging, so employees must be constantly learning to keep up. Managers should schedule regular training and development sessions to ensure that employees are continually upgrading their skills.

Learnsure Ai can help.

While all this works very well for big organisations with budgets and resources, it may not be easy for smaller organisations to implement upskilling and reskilling programs. In these cases, you might want to work with someone else who has expertise in managing this process so your company doesn’t get stuck or lost along the way. This is where Learnsure AI comes in. It can custom-build any upskilling or reskilling programs for smaller organisations, with limited resources and staff available to them – this way the organisation has more time spent on its core business activities

Learnsure LXP, our digital learning experience platform, allows any company to build its upskilling or reskilling programs on the cloud. It’s built by education experts who have spent years creating courses for leading employers around the world. These programs are 100% online and can be accessed from anywhere in the world with an internet connection.

How can businesses use podcasts for training and development?

Podcast Blog Cover

In recent years, podcasts have become increasingly popular as a means of entertainment and education. Many people listen to podcasts while commuting or working out, and the format is also well-suited for learning. For businesses, podcasts can be a cost-effective way to provide training and development for employees. Podcasts can be used to deliver lectures or interviews with experts, and they can be easily customized to meet the needs of specific audiences. In addition, podcasts are portable and can be downloaded and listened to at any time. As a result, they offer a flexible and convenient way for employees to learn new skills or enhance their knowledge in a particular area.

In this article, we will explore how businesses can use podcasts for training and development. We will discuss the benefits of podcasts as a learning tool, and we will provide some tips on how to create an effective podcast for your business.

What is a podcast?

A podcast is a digital audio file made available on the Internet for downloading to a portable media player, computer, or another device. The term “podcast” is a blend of the words “pod” from the iPod media player and “cast” from broadcasting. Although the format has been around since the 1980s, it did not gain widespread popularity until the early 2000s, when online streaming and file sharing became more common. Today, there are millions of podcasts available on a wide range of topics, from business and news to comedy and entertainment. Many podcasts are free to download, and some are even available through streaming services such as Spotify and Apple Music.

Benefits of using podcasts for training and development

There are many benefits to using podcasts for training and development. Podcasts are a cost-effective way to provide training, and they offer a flexible and convenient way for employees to learn new skills. In addition, podcasts are a great way to engage employees and keep them up-to-date with new developments in their field.

Some of the specific benefits of using podcasts for training and development include:

They are cost-effective.

Podcasts are a relatively inexpensive way to provide training and development for employees. You can create a podcast yourself, or you can hire someone to do it for you. Either way, the cost is likely to be lower than other forms of training, such as sending employees to conferences or hiring outside trainers.

They are convenient.

Podcasts can be downloaded and listened to at any time, which makes them a convenient way for employees to learn new skills or enhance their knowledge in a particular area.

They are flexible.

Podcasts can be easily customized to meet the needs of specific audiences. For example, you can create a podcast that covers the basics of a new software program for employees who are just learning how to use it. Or you can create a podcast that interviews experts on a topic that would be of interest to your sales team.

They are engaging.

Podcasts are an engaging way to deliver information, and they can hold listeners’ attention better than other forms of training, such as lectures or reading materials.

They keep employees up-to-date.

Podcasts can be used to keep employees up-to-date with new developments in their field. For example, you can create a podcast that covers the latest industry news or interviews experts on trends that are affecting your industry.

Creating an effective podcast

If you’re planning to create a podcast for your business, there are a few things you should keep in mind to make sure it is effective. Here are some tips:

1. Keep it focused.

Make sure your podcast has a clear purpose and focus. Decide what you want your employees to learn from the podcast, and make sure each episode contains information that will help them achieve that goal.

2. Keep it interesting.

Your podcast should be interesting and engaging. Choose a format that will hold listeners’ attention, and make sure each episode is well-produced and contains information that is relevant to your audience.

3. Keep it concise.

Podcasts should be relatively short, so employees can easily listen to them while they are commuting or working out. Aim for episodes that are 15-30 minutes long.

4. Make it actionable.

When creating each episode, think about how you can make the information actionable for employees. For example, if you’re teaching a new sales technique, include role-playing exercises or case studies that employees can use to practice what they’ve learned.

5. Make it regular.

To keep employees engaged, make sure to release new episodes regularly. A weekly podcast is a good frequency to aim for.

Podcasts are a great way to provide training and development for employees. By following these tips, you can create an effective podcast that will help your employees learn new skills and stay up-to-date with developments in their field.

A Step-by-Step Guide to Create Podcasts

Starting a podcast is a great way to build an audience, establish your brand, and grow your business. If you’re thinking about starting a podcast, here’s a step-by-step guide to help you get started.

1. Choose your topic.

The first step in starting a podcast is to choose a topic. Your podcast should be focused on a specific niche, and you should choose a topic that you’re passionate about. This will make it easier to come up with new ideas for episodes and keep your podcast going strong over the long term.

2. Choose your format.

The next step is to choose a format for your podcast. There are a few different options to choose from, including interview-style, narrative, and educational. Choose the format that you think will be most interesting and engaging for your audience.

3. Choose your equipment.

Once you’ve chosen your topic and format, it’s time to start thinking about equipment. You’ll need a microphone, recording software, and a quiet place to record. If you’re planning to interview guests, you’ll also need a way to connect with them remotely.

4. Cover Art Design.

Your podcast should have eye-catching cover art that represents your brand and topic. You can hire a designer to create cover art for you, or you can use a free online tool like Canva.

5. Background Music.

Your podcast will also need background music. You can find free or royalty-free music online, or you can hire a musician to create custom music for your podcast.

6. Record your first episode.

Now it’s time to start recording! Make sure you have everything set up before you start recording, so you can focus on delivering a great episode. If you’re nervous about recording, just remember that you can always edit your episodes later.

7. Edit and publish your episode.

Once you’ve recorded your episode, it’s time to edit it and add any final touches. Once you’re happy with the way it sounds, publish it to your hosting platform and share it with the world!

8. Choose your hosting platform.

Your next step is to choose a hosting platform for your podcast. This is where your episodes will live, and it’s important to choose a platform that’s reliable and easy to use. There are a few different options to choose from, so take some time to research the best option for your needs.

Public Hosting:

Apart from Apple and Google podcasts, here are some of the popular hosting platforms:

1. Podbean

2. BuzzSprout

3. Simplecast

4. Spreaker

5. Castos

6. Libsyn

7. Blubrry

Private Hosting:

You can host your podcast on your website or blog by using a simple media player like SoundCloud, Libsyn, or Blubrry. You can host them inside your LMS by integrating with a podcasting tool like Podbean, Spreaker, or Castos.

9. Promote your podcast.

The final step is to start promoting your podcast. Share it on social media, email your list, and reach out to influencers in your niche to try and get them to promote it as well. The more people you can get listening to your podcast, the better!

We can help.

Learnsure AI can plan, create and deliver training content for your employees in the form of engaging audio podcasts. This is a great way to train large groups of employees at once or to provide on-demand training for employees who are working remotely. Our audio podcasts can be used for a variety of training topics, including safety training, customer service training, and more. Contact us to learn more about how we can help you use audio podcasts for training and development.

Building a culture of continuous learning.

Building a culture of continuous learning

One of the most common mistakes we have seen organizations make is to think that once someone has been trained, they are done. Just because someone has completed a course or program doesn’t mean they are done learning.

Add to that, today’s businesses face an onslaught of new challenges, technologies, and opportunities requiring employees to continuously update their skills just to keep up. The days of static job descriptions and “set it and forget it” learning plans are gone. Learning must now be continuous, experiential, and geared towards developing the skills needed to meet the demands of the job. The organization that doesn’t make continuous learning a priority will soon fall behind those that do. They will become less innovative, less adaptable, and less able to meet the ever-changing needs of their customers.

Hence, organizations must embrace a culture of continuous learning to meet the challenges of today and tomorrow. In this article, we will discuss what a culture of continuous learning is, the benefits of such a culture, and how you can create one in your organization.

A culture of continuous learning.

A culture of continuous learning is an organizational culture where employees are encouraged and supported to continuously update their skills and knowledge. It is a culture that values learning and sees it as an essential part of being successful. If done correctly, a culture of continuous learning can transform an organization, making it more adaptable, innovative, and successful.

However, before we discuss how to create a culture of continuous learning, let’s first look at the benefits of continuous learning.

The benefits of continuous learning.

A culture of continuous learning has many benefits for organizations. Here are a few of the most important ones:

1. Improves employee engagement

When employees feel like they are part of a team and are working towards a common goal, they are more engaged. A culture of continuous learning helps to create this sense of purpose and belonging as it gives employees a reason to stay with the organization.

2. Encourages innovation

A culture of continuous learning encourages employees to think outside the box and come up with new ideas. It also helps to identify potential leaders who can take the organization in new and innovative directions.

3. Develops a resilient workforce

In today’s ever-changing business environment, it is essential to have a workforce that is adaptable and can quickly learn new skills. A culture of continuous learning helps to develop such a workforce.

4. Attracts and retains top talent

Organizations that have a culture of continuous learning are more attractive to top talent. This is because these organizations are seen as being committed to the development of their employees. Top talent wants to work for an organization that is invested in their development and will help them grow their skills and knowledge.

5. Increases productivity

A culture of continuous learning leads to more productive employees. This is because they are constantly updating their skills and knowledge, which leads to them being more effective at their jobs.

6. Improves customer satisfaction

Happy employees lead to satisfied customers. When employees are engaged and have the skills and knowledge they need to do their jobs well, they are more likely to provide great customer service. This leads to improved customer satisfaction levels.

7. Develops leaders

A culture of continuous learning helps to identify and develop leaders within the organization. These leaders will have the skills and knowledge to take the organization in new directions and to meet the ever-changing needs of customers.

8. Builds relationships and trust

A culture of continuous learning helps to build relationships and trust within the organization. Employees feel like they can trust their leaders and that their skills and knowledge are being continuously developed. This leads to a more positive work environment and increased employee morale.

9. Enhances the reputation of the organization

An organization that is committed to the continuous learning of its employees is seen as being a leader in its industry. This enhances the reputation of the organization and makes it more attractive to customers, employees, and investors.

10. Fosters a growth mindset.

A culture of continuous learning leads to improved performance as it helps employees to develop a growth mindset. A growth mindset is a belief that abilities and intelligence can be developed. This leads to employees who are more adaptable and resilient.

Create a culture of continuous learning

Easier said than done, right? Well, not necessarily. Of course, it will take some effort to change the way your organization views and approaches learning, but it is well worth it. So, how can you create a culture of continuous learning in your organization?

The Right Mindset.

It’s easy to become complacent and rely on the skills that we already have, but if we want to grow as individuals and organizations, we need to constantly challenge ourselves. Learning new things can be difficult, and it often requires us to stretch beyond our current abilities. But it’s this willingness to embrace change that allows us to adapt and thrive in an ever-changing world. By continually pushing ourselves to learn new things, we ensure that we always have the skills and knowledge necessary to meet the challenges of the future.

Hence, the first step in creating a culture of continuous learning is to develop the right mindset. Learning must be seen as an essential part of everyone’s job, not just something that is done by those in training or development roles. And it must be seen as a lifelong process, not something that ends after we receive our diploma or degree. Only when everyone in the organization views learning as a priority will it become embedded in the culture.

Shared Vision.

If the goals of the organization and that of its employees are not aligned, learning is bound to fail. For a culture of continuous learning to thrive, everyone in the organization must be working towards the same goal. There needs to be a shared vision for what the organization wants to achieve and how learning will help it get there. This means inviting employees to share their ideas on what they want to learn and how it can help the organization achieve its goals. It also means creating a learning plan that is aligned with the organization’s strategy.

When everyone is working towards the same goal, learning becomes a natural part of the culture. It is no longer something that is done separately from work but is integrated into everyday tasks. This allows employees to see how their learning is benefiting the organization and motivates them to continue learning new things.

Collaboration.

Albert Einstein once said, “The more I learn, the more I realize how much I don’t know.” This quote captures the essence of why collaboration is so important in a culture of continuous learning. None of us knows everything, and we can all learn from each other. By sharing our knowledge and experiences, we can help each other grow and develop new skills.

With collaboration, learning is not a one-way street. It is a two-way process where everyone has something to contribute. This open exchange of ideas leads to faster learning and greater innovation. It also helps build relationships and trust within the organization. When employees feel like they are part of a team and are working towards a common goal, they are more likely to be engaged in their work and more likely to stick around.

For collaboration to be effective, employees need to feel safe sharing their ideas. They need to know that their ideas will be heard and respected, even if they are not used. This can be a challenge, but it is essential if you want to create a culture of continuous learning.

Learning Process.

Organizations must also put the right processes and systems in place to support a culture of continuous learning. This includes providing access to learning resources, such as books, articles, and online courses. It also means creating opportunities for employees to share what they have learned with others.

One way to do this is to establish learning groups, where employees can meet regularly to discuss what they are learning. These groups provide a space for employees to share their experiences and learn from each other. They also help build relationships and trust within the organization.

Another way to support learning is to create a system for sharing knowledge. This could be an online repository of resources, such as articles and presentations. It could also be a mentorship program, where more experienced employees share their knowledge with newer employees.

By putting the right processes and systems in place, organizations can ensure that employees have the resources they need to continue learning throughout their careers.

Leadership.

Finally, a culture of continuous learning cannot thrive without the support of leadership. Leaders need to provide the resources and opportunities for employees to learn. They also need to be role models for lifelong learning. By continually learning themselves, leaders show employees that it is a priority for the organization.

Leaders also need to create an environment where employees feel comfortable taking risks. Learning requires experimentation, and sometimes this means making mistakes. But if employees are afraid of making mistakes, they will be less likely to take risks and try new things. Leaders need to create a safe environment where employees feel like they can experiment and learn from their mistakes.

When leaders support and encourage learning, it becomes a priority for the entire organization. Employees are more likely to take advantage of learning opportunities and to see learning as a valuable part of their job.

Conclusion:

Too often, learning is seen as a luxury, something that happens when we have time and resources. But in today’s fast-paced, ever-changing world, learning is a necessity. A culture of continuous learning is essential for any organization that wants to stay ahead of the competition. By providing the resources and opportunities for employees to learn, organizations can create a culture of continuous learning that will benefit the entire organization.

How to make sure your PoSH training is effective?

How to make sure your PoSH training is effective

Sexual harassment in some form or way has been a pervasive problem in organisations and the Prevention of Sexual Harassment Act (POSH) was enacted to prevent it from happening to ensure the safety of women in the workplace. The act mandates organisation to spread awareness about the policy and how to identify and prevent sexual harassment. But simply providing this training is not enough – it must be delivered effectively in order to be effective.

Sexual harassment can be a difficult issue to discuss, but it’s important that all employees are aware of what constitutes sexual harassment and how to prevent it. Awareness, education and the right training is the most effective way to eradicate the root cause of the problem. 

When delivering POSH training, it’s important to keep the following in mind to make it effective:

1. POSH training should be empathetic, not transactional.

POSH training should be empathetic, not transactional. The goal of POSH training is to promote a workplace culture where sexual harassment is not tolerated. It should be conducted by someone who is knowledgeable about the topic and who can create a safe and supportive environment for employees. The trainer should be able to answer questions and provide resources for further learning. The training should also be interactive, so that employees have a chance to share their experiences and learn from each other.

POSH training should be an opportunity to build a culture of respect, not simply check a box on a compliance checklist. By taking an empathetic and interactive approach to POSH training, employers can create a workplace that is safer and more respectful for everyone.

Additionally, it should not be a one-time event but rather an ongoing journey where both the trainer and learners are continuously learning and evolving.

2. POSH training should be legally accurate.

POSH training should be legally accurate to ensure that employees are adequately prepared to address and prevent instances of sexual harassment at work. POSH training should cover the legal definition of sexual harassment, as well as the specific types of behavior that can constitute sexual harassment. Additionally, POSH training should provide employees with information about their rights and responsibilities under POSH laws and regulations. Finally, it should include practical advice on how to effectively address and prevent sexual harassment in the workplace. By ensuring that POSH training is legally accurate, employers can help create a work environment that is safe and respectful for all.

3. Make sure the training is interactive.

The PoSH Act training can be very boring for employees as one has to sit through unskippable lectures about the same laws. It is important to make sure that the rest of the training is interactive so that employees are fully engaged.

There are a few ways to make PoSH training more interactive. One way is to use group exercises. This will help employees to pay attention and learn from each other. Another way to make PoSH Act training more interactive is to use role-playing. This will help employees to understand the material better and apply it to real-life situations. Finally, it is important to make sure that there is a Q&A session at the end of the training. This will help employees to ask questions and get clarification on anything they did not understand.

By making PoSH Act training more interactive, employees will be more engaged and more likely to remember the material.

4. Tailor the PoSH training to your specific workplace. 

PoSH training is an important part of creating a safe and respectful workplace. However, it’s also important to tailor the training to your specific workplace. Every workplace is different, and therefore the training should be tailored to reflect that.

The training should be designed to address the specific risks and challenges that exist in your workplace. For instance, if your organisation has a hybrid or remote workplace. This will require customising your PoSH policy to consider the digital medium of communication while forming a PoSH policy.

By tailoring the training to your specific workplace, you can ensure that all employees are aware of the risks and know how to prevent and report harassment and discrimination.

5. Be clear and concise.

Sexual harassment is a serious issue in the workplace, and employees need to be clear on what constitutes it. PoSH training can help to educate employees on what sexual harassment is, and how to prevent it. The training covers a range of topics, including what constitutes unwelcome behaviour, how to report harassment, and how to support victims of harassment. This type of training is essential in helping employees to create a safe and respectful workplace. By being clear and concise about what constitutes sexual harassment, employers can help to create a work environment where everyone feels respected and valued. 

6. Use real-life examples.

As part of our PoSH training, we like to use real-life examples to help employees better understand what is and isn’t acceptable behaviour. For example, if an employee is feeling harassed by a colleague, we would talk about what PoSH defines as harassment and how the employee can report it.

By using real-life examples, employees can see how POSH applies to their own lives and work situations. This helps to create a shared understanding of what is acceptable behaviour and what isn’t. It also allows employees to ask questions and get clarification on anything they’re unsure about. Ultimately, this helps to create a safer and more respectful workplace for everyone.

7. Encourage open discussion. 

POSH training helps to create a workplace where employees feel comfortable discussing sexual harassment and other sensitive topics. The goal of the training is to encourage open discussion and ensure that employees feel empowered to speak up if they experience or witness harassment. PoSH training can be delivered in a variety of formats, including group discussion, individual counselling, and online courses. 

8. Reinforce the importance of reporting any incidents of sexual harassment. 

POSH training is an important tool in preventing sexual harassment in the workplace. It empowers employees and makes them more aware of their rights and responsibilities.

All employees are required to undergo POSH training as part of their onboarding process. POSH stands for “Prevention of Sexual Harassment”, and the training covers what sexual harassment is, how to report it, and the consequences for engaging in it. The policy is clear: any incidents of sexual harassment must be reported immediately.

However, some employees may still feel uncomfortable coming forward. This is why it’s important to reinforce the importance of reporting any incidents of sexual harassment. Employees should feel comfortable coming forward with any concerns they may have, and they should know that their reports will be taken seriously and investigated promptly. In addition, they should know that there will be no retaliation for making a report. By creating a safe and supportive environment, we can ensure that all employees feel comfortable coming forward with any concerns they may have.

9. Make your PoSH training mobile-friendly

Mobile-friendly training gives employees the liberty to learn on their own time from anywhere they want. For mobile training, the content is divided into bit-size so that employees can go through the topics quickly and retain them better.

Another benefit of mobile-friendly training content is that it provides privacy to the employees. Since sexual harassment is a sensitive topic, many employees prefer to learn more about it privately.  

Conclusion

Keep these points in check to create effective PoSH training for your organisation. For delivering it effectively, contact us, we create 100% online PoSH training courses which are engaging, interactive and mobile-friendly.