As L&D professionals, we put much of our focus towards determining what it is our employees want to learn and how we can most effectively provide the best learning content to them. To do this, we stay up to date on the latest learning trends and compile lists of the skills our employees will need for the future. We also pay attention to how they learn and know the benefits of offering multi-format learning content to meet every employees’ need. But, in our efforts to give our learners the best experience possible, we tend to forget a major factor in the learning process: why people learn. Understanding the motivations behind employees’ desire to learn can be extremely beneficial not only to our learners themselves but to us, the people providing the training content, as well. There are many reasons an employee may choose to learn and promoting the benefits of this choice to every member of your organisation will help your learners grasp the ‘What’s in it for me?’ factor of L&D. Let’s look at 6 reasons people learn.
Ask any company where most of their budget goes and, chances are, the answer will be the same across the board: people. The individuals that make a company tick also often happen to be the company’s highest cost factor. If technology was a company’s most budget-draining factor, that company would likely want to ensure the technology they were investing in was efficient and up-to-date. Yet, many companies aren’t taking that same focus and investing in developing their biggest cost factor, the people who work for them.
The truth is, nobody can predict the future of business. With digital innovation constantly altering the way we work, it is impossible to know which jobs and which investments will still be working for us tomorrow. Among all this uncertainty, one factor has stood the test of time: the need for a skilled workforcebut to combat the change, organisations must change the way we train our employees as well. Businesses must shift focus away from technical skills which, when not paired with a strong set of soft skills, are becoming decreasingly in demand. The organisations of the future must instead invest in their employees and company alike by providing training and development opportunities that will allow their staff to hone the skills of the future: soft skills.
A picture of how motivation works – why people take the attitude they do to work, job and employer – can draw on a plethora of theories including how to get employees engaged in developing their skills. There are a number of key influences on creating positive feelings towards their own training and therefore motivating individuals to work towards completing it. Here are 6 key influencers to employee motivation.
In the ever-changing world of work, it is easy to wonder how today’s employees and businesses alike will map out a path to success in the future workplace. What innovative new pathways will technology open and which doors will it shut forever? With all of the uncertainty surrounding what the workplace of tomorrow will look like, one thing is clear: businesses must take the right steps to future-proof both their employees and their companies.
It would appear that the goal of every second headline on the topic of “the future of work” is to instill an inherent fear in workers regarding what is to come and concerning the status of their careers and their future AI coworkers. The message seems to be: “Robots are coming for your jobs and there isn’t much you can do about it.” The former portion of this message is somewhat true, automation is on the rise, which will cause many positions to be filled by high-speed, data-crunching technology. But the latter, rather uninspiring portion, is not true. Working humans are not doomed as long as the companies they work for recognize the skills of the future and focus on building and developing the areas robots cannot do well.
While the idea of learning through listening has been around since the invention of the radio, thanks to their hands-free mobility, consumption of new auditory learning materials such as audiobooks and podcasts is rising at a rate of nearly 40 percent every year making it the fastest-growing format in publishing (1). Audio, particularly when paired with another learning material, is one of the most effective and engaging ways to learn (2).
When we look at the fantastic advancements and growth in the Learning & Development industry over the past decade it can be easy to forget why it all began: to provide the best opportunities for the employees who work for our organisations to develop their skills and grow within and outside of their roles. While sharing technology and social learning has been proven to be effective, there are times in which, in order to provide the best learning opportunities possible, L&D professionals must step back and leave the learning to the employees.
As we enter the fourth industrial revolution, technology has changed many aspects of the modern workplace such as how we work, how we communicate and even how we plan our weeks. But it would appear that one vital component to professional life is lagging behind: learning.
Many companies know the benefits of a professional environment with a focus on upskilling and growth yet continue to only offer their employees learning and development opportunities through costly and time-draining classroom-based training rather than making learning more effective by combining it with digital learning.
When assessing the needs of an organisation, L&D professionals know that most companies have a gap in soft skills that needs to be filled by training and personal development. Encouraging employees to engage in their own soft skills development comes down to many factors but one of the most integral is that the content L&D professionals are providing to their employees is actually of a high quality.