1. Create an ecosystem for remote learning
With Learning tech having come so far, 2019 could be a great year to build a more tech-driven learning environment within your organization. Introducing learning via apps and
2. Smaller SMART Goals tied to the larger company objectives
Specific, Measurable, Achievable, Relevant, Time-bound. Simply put, this directly connects short-term skill development to long-term company targets. For example, any sales executive will have to upskill as a speaker, negotiator etc. to meet his/her targets, which will go on to influence the company’s business development goals for the quarter. Here any learning goal is aligned with the company’s bigger plans.
3. Employee Learning and Employee Productivity determined via quantitative analysis
A popular approach is to assess the average amount of time spent by an employee over a learning journey, the number of such tasks completed, comparisons between different worker groups, and the detection of any gaps, delays, or errors. This is a great model for groups – either markedly small or particularly large in size.
4. Validation through 360-degree feedback
Commonly used as a consistent reviewing mechanism, 360-degree feedback gathers data on employee’s productivity levels, taking in opinions from line managers and co-workers, while also evaluating the delivery quality, timeline-management, responsiveness, and commitment. This is best applied to smaller groups, or to specific divisions, where creativity, innovation, behavioral patterns, and sentiment analysis are critical to performance.
5. Implementation of Social Learning
A concept that has taken many forms in various tools and in many organizations. The practice of allowing employees to interact with one another to achieve their learning goals not only is an efficient method of developing an employee, but it also builds engagement among employees to boost team productivity. A lot of organizations have implemented this in many ways such as mentorship, buddy concept etc.
6. Compulsory upskilling on certain development areas
An essential skill required, for example, is time management which maps an employee’s utilization of a given workday – assessing common areas such as time taken to complete a task, time away from work, the speed of delivery, accuracy levels, and delivery improvements. Another skill that ties to this is task management. Ensuring that every employee goes through adequate learning in these development areas would maximize the employee productivity and potential.
To ensure that employee learning translates into better results at work, it would be essential to implement what you’ve learned as part of your day-to-day tasks. It’s a simple and effective – Learn, Implement, V