Your organization has had its learning program in place for a while. At first you set up some courses to simplify compliance, and you have since expanded your offerings to include professional and career development opportunities, but now you’re ready to take it to the next level. How can you make what you have now even better? What are others doing well that you could emulate?
Organizations want learning that moves the needle. In a recent report, “The State of Learning Solutions and Learner Engagement,” HR.com took a closer look at some of the attributes that enable high performers to achieve just that.
1. Learning is strongly embedded into a company’s culture.
Compared to their lower-performing counterparts, high-performing learning organizations more effectively embed learning as a core part of their culture. They do this by using tools, with high performers being 26% more likely than low performers to give employees access to a dedicated learning resource and taking steps to keep employees engaged and motivated—something we know plays a significant role in the overall success of a learning program.
Organizations can increase engagement in a variety of ways, including by delivering personalized, interactive, and collaborative experiences, and by providing opportunities for mentoring, coaching, and professional development. You can read more about each of these tactics in this previous blog.
2. Learning experiences are personalized.
One of the most common complaints employees have about their corporate learning programs is that the things they’re learning don’t seem applicable to them. This lack of relevancy means that training is often regarded as an extra burden rather than what you want it to be: an opportunity.
High-performing learning organizations are more than twice as likely as lower performers to offer personalized experiences that take into account factors like a person’s background, career objectives, and individual preferences—ensuring each person’s learning journey helps them achieve his or her own goals.
3. Learners have spaces and tools that enable collaboration.
Today’s learners expect to be able to interact easily with their peers, instructors, and experts through a variety of mediums. Organizations that are high performers are more likely to incorporate collaboration features and tools like:
- Webcasts (used by 38% of high performers versus only 20% of low performers)
- Coaching (36% vs. 13%)
- Group chats (32% vs. 13%)
- Real-time discussions (31% vs. 12%)
- Enterprise social networks (28% vs. 8%)
Leveraging these sorts of digital collaboration tools makes it easier for people to foster connections within and outside of their teams and ultimately find the information and answers they need.
4. Content is created and customized to suit learners’ needs.
Click-through materials can impart valuable information, but HR.com’s research found that high-performing learning organizations are taking it a step further and creating engaging, interactive, and immersive content that’s hyper-targeted to the needs of their employees. High performers are 25% more likely than lower performers to create simulations, 18% more likely to make videos, and 15% more likely to build games.
Although simulations, videos, and games require additional money and time to produce, they have a distinct advantage—they’re inherently scalable. These types of content give organizations the opportunity to dramatically increase the number of learners they reach, even in locations where physical instructors may not be present.
5. Performance-related metrics are actively tracked and monitored.
Having access to activity and achievement data not only helps organizations diagnose and solve problems quickly, but it also identifies ways in which they can continue to improve technologies, training, performance management, and company culture.
High performers tend to have strong learner engagement metrics overall and are three times more likely than lower performers to measure learner achievements. It’s perhaps no coincidence that 86% of high-performing organizations say their learners are engaged, while only 44% of lower performers say the same.
Do you want to access the full report? Download your own copy of “The State of Learning Solutions and Learner Engagement” here.