You’re looking for a new job and have two offers. Both companies are offering a competitive salary and benefits. Both offer interesting work and opportunities for advancement. When you ask what your first 60-90 days will look like, one company describes their six-week classroom-based onboarding process. They describe learning as a gate to pass and, while they have an LMS, they haven’t invested in a learning platform to support ongoing employee development.
The other company shows you their digital learning portal, where you will complete your onboarding process while you get started in your role and begin integrating with your team. They describe learning as an ongoing opportunity and show how employees can access a variety of learning experiences to grow in their role and advance their career. Which do you choose?
Today, having a modern digital learning strategy sends a clear message to your employees and prospective new hires: we’re invested in your learning and development. Given that tech-savvy millennials—who now account for the largest share of the labor market—have identified learning and development as the top benefit they seek in a job, not providing a best-in-class digital learning culture creates a higher risk for losing out on top talent in the recruitment process, or losing top employees when they no longer feel they have the opportunity to learn and grow in your organization.
That’s why companies are starting to recognize the value in creating learner-centric digital learning strategies. Modern digital learning strategies that leverage mobile, video, scenario-based practice and social assessment are helping forward-thinking companies attract top employees, and demonstrate to current employees that they are invested in their learning and development.
But where should your organization start?
The first thing you should do is make digital investments that will allow your employees to drive their own learning and development while addressing your organization’s biggest pain points.
Here are some examples:
Problem: Customer service reps take a long time to achieve proficiency during the onboarding process.
Where to start: Integrate scenario-based learning challenges into on-the-job training so new employees can practice difficult conversations with customers. Use video to provide regular coaching and peer feedback on demonstrations of skill and competency to encourage iterative improvement.
Problem: Tenured technical employees are retiring and the organization is losing tribal knowledge around existing processes and systems.
Where to start: Provide tenured employees with video tools they can use to capture their expertise with existing systems, allowing it to be accessed by new and existing employees and curated into onboarding courses.
Problem: Leaders in the organization need support in providing meaningful coaching to employees.
Where to start: Create employee coaching scenarios and allow leaders to create written, audio, or video responses on how they would coach the employee, then allow other leaders to give them feedback on their coaching responses.
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