Six Ways Learning and Development Encourages Employee Engagement

The qualitative functioning of a company has come to the forefront over the course of the last few years. While success depends on a variety of factors, with each organization having its own opinions on what is important to the company as a whole, and what internal practices will assist in fostering a positive environment. This can be tricky as many of these factors are related to one another. According to reports, one of the key components of success is employee engagement- a sign of a content, settled workforce. Things like profit, innovation, overall productivity are closely linked to employee engagement, and many experts are beginning to understand precisely what role it can play in a business, and how it affects the growth of the company. Business that actively attend to employee engagement responsibilities find that their businesses yield over 22% profit than businesses that do not. Talent retention is a phenomenon that immense number of corporations around the world invest in, and in the United Kingdom alone, there is a total expenditure of £42 billion a year in employee retention.

It is important to note that the nature of employee engagement is multi-faceted, in spite of being a core component of success. It is considered to be a deeply cultural, dynamic process whose methodologies evolve with time and the integration of fresh technology. It is, by no means, a straight-forward approach, and practices such as learning and development act as key vanguards to fostering an environment where employees feel content, and useful to the organization. One of the largest drivers of employee engagement are learning opportunities, and go a long way in developing workplace culture. IT is the perfect opportunity to show a workforce your trust and commitment and this goes a long way in forming social ties with the company, and helps foster a sense of value and belonging. In fact, learning is considered an engagement tool in its own right, one whose focus is primarily on improvement, and many consider the possibilities of learning and development in employee engagement. Here are a few guidelines to using L&D at the workplace to foster employee engagement

  1. Workplace Values- Putting great value at the core of what a company does goes a long way while engaging candidates. Workers tend to be more connected and invested in what they do because of the values that a company puts at the heart of what it is and what it does. A clear internal brand benefits the organization as a whole, and creates a sense of “Us”.
  2. Learning Culture- Identifying the desired learning culture of the workplace is core to figuring out how to reach your long term business objectives. It is essential for growth oriented activities for companies to listen to, curate and share good ideas that can have practical application as well as qualitative value to the company. Learning technology must play the role of the enabler- meaningful inclusion of technologies is core to ensuring “meaningful” or fulfilling work processes for the employee.
  3. Build a relationship- Having an empowering and inclusive learning strategy is highly recommended for those companies that desire high returns from their employee engagement. While methodology and effectiveness are important, the organization must be ready to listen to new ideas and understand and account for various perspectives, and be open to feedback. Communication and interaction are core to using learning technology and is directly related to its effectiveness.
  4. Invest in Leaders- Most managers are directly involved in staff happiness and retention. This carries a lot of weight when making investment decisions in employees. Employees tend to get along best with their reporting superiors and rearing leaders to fill these responsibilities as opposed to a blanket application of learning strategy is recommended.
  5. Content Consumption- Learners are more likely to be involved in their learning opportunities if the initiatives have visibility, meaning and inclusive. Learners consume this type of content much like a consumer and similar rules apply, albeit with a more specialized objective. Not only does this assist retention, it goes a long way in making the workforce more interactive.
  6. Social Aspect- The use of digital platforms is not to be understated in this process. It encourages more collaboration, involvement, feedback, and support. While this is its function, this type of setting needs to have an informal approach, with everyone requiring a little getting used to for proper functioning.

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