There are a lot of theories about how to engage employees in learning: tell stories, make the class interactive, connect the learning to purpose, use graphics, etc. Yet, only 13 percent of employees worldwide are engaged.
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“When faced with competing options or theories, one should consider the least complicated one.” This wisdom is credited to a 14th century Franciscan friar named William Ockham.
Today’s workplace is full of disruptions. From the shift to more open, collaborative office environments to emerging technology at our fingertips.
Young millennials and Generation Z make up a large part of the retail workforce. What will it take to engage these employees and develop them into associates that provide a great customer experience and boost sales? Training is one answer.
Trepidation can hinder a team member’s willingness to be fully receptive to your solution, so it’s crucial to take steps to build excitement. Here are four ways you can move toward full employee buy-in for your training program.
While a company’s brand is usually the territory of marketing departments, HR and L&D teams can learn a lot from them about influencing behavior.
Workplace health and safety is not a “sexy” topic. It’s not the type of training that has your employees clamoring to attend, yet it is a necessary and important part of your company’s training catalog.
You may have some good ideas about what it takes to implement a culture of learning, but what’s your strategy?
Training on topics such as racial bias and sexual harassment are known for being ineffective or even backfiring. However, as media reports have recently indicated, they are increasingly important for companies to acquire and retain talent and customers.
In our fast-paced world, where organizations have become increasingly complex and employees are simply trying to stay afloat, the learning landscape is drastically changing.