The pace at which the world changes has increased significantly in recent years, with 2020 demonstrating accelerated levels of revolutionizing change, both in our corporate and personal lives. This ever-changing world makes it absolutely crucial for companies to invest in learning and development (L&D) opportunities for their employees in order to thrive. Acquired skills only have an average life of five years; needless to say, skills are in constant need of updating.
The future of working environments is beginning to shift to virtual and remote options, and employees are adapting to this setting as part of their normal routines. With that, it is essential that training opportunities also transfer to remote options. Efficient learning and development programs not only determine a company’s survival, but also bring tremendous benefits to the organization. Companies can ensure their team is up-to-date on the company’s culture, values and vision in order to establish goal alignment, which maximizes productivity within the firm. By creating a workforce in which employees perform at their highest potential, they feel great satisfaction with their work, leading to high levels of employee retention, while returns on investment also rapidly increase.
L&D teams must aim to provide the best training packages, as their organization’s success depends on them. The novel changes in corporate environments have required these teams to get creative, to ensure that the programs they provide not only include all the necessary content, but are also engaging and motivating enough for employees to participate voluntarily, and remotely, since there is less pressure to complete training than there would be in the office. In an effort to incentivize learning, L&D teams can reward employees throughout the process by using the suggestions below.
Create Engaging Programs
The most important factor for every training program is to make learners truly want to engage in it, rather than feel as though they are performing a task. Employees should pursue L&D programs not just because they are required to, but because they intend to improve their skills and enjoy the process of doing so.
Be Clear about Benefits
It is important for training programs to use clear and specific terms. People’s motivation for learning is significantly magnified when they know exactly what their lessons are, rather than having ambiguous terminology, because it gives them a specific vision on how their skills will improve. For example, instead of listing the new skills they will acquire, the program can explain how each skill will benefit employees in their work.
Another form of rewarding and motivating employees through these learning programs is to constantly remind them of their progress. By informing them about how they’ve acquired valuable skills, and explaining how they can enhance their work by utilizing them, not only will their education be extremely personalized, but employees will be motivated to continue their progress.
Finally, implementing gamification is a great tool to help L&D become fun for employees. Team members can view each other’s scores, and compare their progress to others. This sparks a healthy form of competition, where learners are additionally motivated to get the highest score in the process!
At CoreAxis, we recognize the vitality of learning and development. Although the current working climate is unfamiliar territory to many, we are excited to help our clients become more efficient in their L&D, while simultaneously adjusting to remote work. To that end, we provide custom learning packages that engage individual learners, and motivate them throughout the program with rewarding features. By combining innovative learning solutions with our expertise in virtual working environments, we ensure our clients reach their goals with maximum efficiency and satisfaction.