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.
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While sharpening the tools in our toolkits is important, human beings want meaning, creativity and novelty. We want to grow on the job.
“People are too busy to learn.” Sound familiar? Many of us in learning and development (L&D) will have experienced this problem at some point in our careers.
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.
Today’s workplace is famous for its rapid mobility and short tenures. Unlike workers a generation or so ago, today’s employees are always looking and frequently on the move.
Our competitive advantage in the marketplace is no longer only dependent on having the best product or service, it is becoming critical to engage and DEVELOP the most talented workforce we can.
Fuel50, an award-winning career pathing software solution for leading companies worldwide, raised $2.5 million in Series A funding, bringing its total funding to date to $4.6 million.
Learning and development teams around the globe are responsible for planning training programs that will close the gap on employee performance.