4 Tips to Building a Strong Employee Learning Program

Just like Monopoly, building a strong and effective learning program begins at Go. In our case, go is a solid learning strategy. More and more, learning is considered a key consideration not only for job selection, but also for retention. Employees want to develop and improve their skills and contribute to the overarching organizational goals of improved efficiency, productivity and team performance.

Building your learning program begins with these four effective workplace training strategies:

Consider LMS Needs

The first step in building your learning strategy is considering the elements of money, management and measurement. You’ll want to think through your options from both a technical and human perspective. You’ll want to personalize the learning process to the team member’s appropriate level while offering world-class resources to deliver as-needed training. With the help of an LMS, HR leaders can also identify skills gaps or even determine additional training needs.

Go Mobile

The workforce is more mobile than ever and that provides an opportunity to provide learning-on-the-go via cell phones, tablets and laptops, providing 24/7 access to training and resources. Our tech savvy workforce also provides unique opportunities to integrate gamification and socialization aspects to amplify engagement to increasingly dispersed teams.

Make Learning Personal

Different jobs require different skills. Organizations and agencies should personalize learning for employees to coincide with their position, experience, and skill level. For new employees, a great example of curated training is onboarding. From day one, the LMS becomes a valuable asset to learn about the company, gain new skills, present material, and adhere to compliance. Plus, training improves employee retention and leads to greater engagement within the organization.

Integrate Feedback for Improvement

Creating and managing your learning program in a vacuum serves no one. It’s vital to your learning program’s success, as well as the strength of the team, to deploy a feedback loop. With help from employee feedback, you can identify areas for future development, ways to improve content, learning delivery or experience, and overcome challenges to engagement.

First Step from Here

In some journeys it’s helpful to have a guide–someone to talk through the various considerations to explore internal considerations, budget parameters, reporting needs, technical aspects and measuring success. This is what we do. Let’s talk about how we can build an effective learning management system that serves your team.