Managers are highly influential in the workplace, and can play a significant role in increasing employee engagement in corporate learning. If you want your managers to be involved in engaging your employees through the learning process, there are certain principles or best practices you need to follow.
There has been considerable concern regarding employee engagement in corporate training throughout the years. Companies are continually searching for the best way to increase their employee engagement in the learning process. The best way to do this is to invest time into understanding what your employees need.
If you want to discover what it is your employees need to feel fulfilled and engaged in your corporate learning program, you need to focus on the following:
A good job should always be valued. It is important for your employees to feel that their work matters, and, as a manager, you also need to let them know that you personally appreciate their contribution to the business. Show them that you are grateful for their participation, talents, and commitment.
Your employees need to feel like their voice matters. Not only do they need to believe that their opinion means something, they need to understand that it is an asset to the business. When your employees get shut down continuously, they will use their voice elsewhere…
Let your employees know that what they are doing is part of what makes the business a success. It is vital that you show them that their participation and contribution is propelling the business forward – and of course, that you appreciate this!
As a manager, you will provide your employees with feedback throughout their learning experience. But you need to seek feedback from your employees as well. This shows your employees that there is a give and take relationship throughout the corporate training process. Without listening to feedback, you are putting their opinions on the backburner. This will disengage your employees, making them feel like they don’t play a role in your organisation at all.
Being out of the “know” at the workplace is discouraging. If you don’t share company information and updates with your employees, they will feel unimportant. By denying them information you also leave them to come to their own conclusions, and that can be very damaging.
It is vital to share organisational news such as long-term and short-term goals, and to explain to your employees what this means to their job and position within the company.
As a manager, when was the last time you told your employees that they are doing a good job? Consistent encouragement has been proven to improve job performance, and engagement in corporate training and eLearning. When an employee feels like they are doing a good job, they will be more motivated, consistently improving their performance and becoming more productive. Encouragement creates a more driven, loyal, and committed employee, and what manager doesn’t want that?
If your employee sees that you are invested in their professional and personal development, they will be more invested in their work. This means that they will be more invested in corporate training, from hard skills to soft skills. You need to train your employee effectively, shaping their perception about how your company values their talents and skills.
Managers have the most contact with employees, and therefore have the ability to drive employee engagement. There are 5 techniques to help managers cultivate an engaging corporate training environment.
It is vital for managers to provide employees with feedback, both professional and informal. As a manager, you need to do your homework, if you are evaluating an employee based on hear-say or assumption, their engagement is sure to drop.
Always outline your goals to assist your employee in creating their very own goals based on your organisational goals. You need to make sure that your employees understand their learning path and the timeframe within it.
It is easy to get caught up in your day to day “to-do’s” of management however, you need to take a moment to consider the professional development of your team. Create a plan for development for your employees, and follow through on this plan. This will show your employees that you have invested in their development – and that you care about their successes.
Being able to manage change is one of the hottest topics in today’s corporate environment. Today, change happens quickly and frequently, and managers need to be swift at managing this change. They also need to manage this change in a productive way, ensuring they don’t scare their employees off with too much change.
Communication is important, we all know this, but do our actions reflect this? Employees who feel out of the loop, will emotionally check out. This is because they will feel like their manager doesn’t believe they are important enough to know what’s going on. They will also feel like they have no voice and that their feedback is not important.
Always be transparent and open, request feedback, and find out how your employees would like to receive communication from you.
By investing in manager training you will significantly increase engagement with your learners. The relationship between an employee and a manager is one of the most important factors in driving engagement in corporate learning – and employee engagement leads to profitability and productivity.
Management training also develops a greater level of consistent manager performance. And consistent, respected, and productive managers boost engagement, retention, and productivity, improving the bottom line of your organisation.