For many managers, completing the annual performance review process brings a sigh of relief: ”So glad that’s over for another year!” Increasingly, though, leading organizations are phasing out the once-a-year review in favor of ongoing, informal...
The emphasis on growth and development in the workplace is reaching great peaks. According to the LinkedIn 2019 Workforce Learning Report, 94% of employees say they would stay at a company longer if it invested in helping them learn.
Wherever your organization is on its digital journey, there are ways to include crowdsourcing in your development toolkit — whether it’s enabling employees to generate development ideas or increasing post-learning application and retention.
Employee development delivers what employees want most: opportunities to grow. It directly impacts retention and creates a more attractive employment brand in the marketplace. And, as employees expand their capacity and thrive, so do organizations.
Employees are asking to go beyond the classroom training that we have traditionally provided. They are looking for development that extends into weekly, monthly and yearly growth, and they are asking for our help.
While sharpening the tools in our toolkits is important, human beings want meaning, creativity and novelty. We want to grow on the job.
Gone are the days when annual evaluations serve the needs of a feedback loop for employees. This approach won’t serve organizations well in retaining high-performing contributors.
It’s easy to understand why the modern workforce doesn’t get excited about training initiatives. Sure, they are the end consumer and the people organizations want to upskill, but rarely are training initiatives truly about them.
What comes to your mind when you hear the term “skill up”? For every gamer out there, it may remind you of a time when you “level up” or gain extra skills or armory to defeat an infamous boss or a formidable team in a sports game.