The lingering effects of the pandemic on global business — remote or hybrid work models, the talent shortage, skills gaps and more — make it essential to understand the positive benefits of effective workplace learning programs. Remote and hybrid employees rely more than ever on information reaching them in a format that they can engage with and understand, making learning and development (L&D) an even bigger part of company and employee success.
An employee’s connection and engagement with their work is vital for success. Qstream’s 2022 Workplace Learning Report found that 87% of business managers agree that employees will stay more loyal to their organization if the organization offers employees effective learning opportunities that value their continued education and skills development. Three-quarters (75%) of managers also agree that if their company had a strong workplace learning culture, employees would be more likely to actively recruit employees from their network to work at their company.
As the workplace continues to rapidly evolve, L&D managers are planning for the future, starting with establishing employee connection at work by leveraging modern workplace development platforms, which use methods like microlearning to increase employee engagement. Through microlearning, employees can stay engaged through individualized learning, effective coaching and the opportunity for continuous upskilling.
Not only are people unique in their skills, tenure and manner of learning, but in the flow of work, training needs are ever-evolving — what was important to learn last week may be very different from the learning needs of next month. Employee engagement drives business success today by getting learners’ attention and focusing them on the right topics, individualized to what matters most, all while doing so at the right time. High levels of this engagement and connection promote retention of talent, business improvement and employee satisfaction. Unfortunately, traditional learning methods and technologies weren’t designed for individualized training. The result is that too often, learners find a learning exercise — so critical to their performance on the job — tedious, boring and unengaging. According to the Workplace Learning Report, 81% of respondents believe their organization needs to update its approach to workplace learning.
Microlearning breaks through traditional L&D program barriers, enabling individualized learning, rather than all employees receiving the same material at one time. When learning is tailored to an individual’s job and provides them with insights, they can immediately use it — which will likely motivate and equip them to perform better. Through individualized learning, employees can better decipher their goals, interests and skills, allowing them to feel more connected at work.
When employees engage with learning, especially at a granular level, where a “by skill, by topic” visualization of strengths and weakness is derived, it presents an opportunity for managers to engage with learners through coaching. Traditional employee training methods cannot measure one’s successes and failures accurately. With traditional training methods, L&D leaders and managers lack access to key data and are unable to determine whether additional training is needed for specific employees. With modern microlearning platforms, we have access to effective coaching insight into the knowledge of the company. Data on individuals’ knowledge proficiency on specific content relational to the job requirements and required skills allows leaders to deliver highly targeted coaching, ultimately creating a stronger connection between the employee and employer.
Employees are focused on their career development. As a result, the opportunity for upskilling has become a crucial part of establishing employee connection. According to a recent report from Gallup, 65% of workers believe employer-provided upskilling is very important when evaluating a potential new job. Traditional L&D programs rarely focused on upskilling, as it can be burdensome for employees when it’s seen as mundane and unsuccessful. With microlearning, L&D can support onboarding via individualized training paced to the needs of new employees and can continue to upskill all employees with easily consumable content spaced out over time.
When L&D leaders implement modern learning programs with technology like microlearning, it enables them to create individualized learning for every employee, identify areas of learning that need additional coaching and continuously provide opportunities for upskilling. Through microlearning, employees can feel more connected to their employers, resulting in better job performance and more meaningful contribution to their organization’s overall success.