“Employee engagement” is the buzz word doing the rounds in Learning and Development circles – and for good reason. We live in a world of easy communication, instant information, and we are connected more than we ever have been. If you want your employees to learn, participate, retain information, and become more productive in the workplace, you need to make sure that they feel a part of the learning process and the organisation itself. Therefore, employee engagement is vital to the employee learning experience.
All too often organisations get caught up in margins and revenues, becoming blind to the needs of their employees, their drive, motivation, and aspirations. It is important to nurture this side of your employees for several reasons, including employee loyalty, and increased productivity, resulting in business growth.
As all businesses in your industry have access to technology, systems, and programs, it is important to remember that your people are the source of your competitive advantage in your industry. With this in mind, it is imperative to get your talent and training strategy in place.
Talent strategy refers to everything from assessing talent, hiring the correct talent, and developing the right people, building employees into leaders and developing a culture of knowledge and skill growth.
If we had to simplify employee engagement, we would say that it is about developing a psychological, emotional and personal connection with employees through the learning and development process.
However, many are confusing the difference between employee engagement and employee entertainment. Employee engagement is a much more powerful aspect of learning that drives the individual to put in extra effort voluntarily, and when employees go the extra mile not because they have been directed to do so, but because they want to. For example: they want to upskill themselves and log on to your Learning Management System (LMS) to expand their knowledge and grow their skillset.
How do we unpack learner engagement?
Learner engagement creates an emotional response to training, making the learner feel a sense of accomplishment during and after the training process. This can be achieved by providing learners with certifications or badges after a course has been completed.
The learner has an intellectual response to training when they are required to actively participate in the training process, using their intellect and completing certain tasks. This can be achieved by offering learners an interactive learning experience including: tutorials, simulations, and video content.
The learning experience inspires change within the work environment because of the training experience i.e.: increased productivity, motivation, and drive. If your learners are voluntarily logging on to your LMS system, expanding their skillset without being directed to, then you know you have created an environment of learning and growth.
Measuring and identifying the factors that drive engagement is vital because these elements serve as the foundation for developing and implementing an effective action plan.
Engagement is an aspect that cannot necessarily be measured directly. You see, employee engagement and satisfaction are related but not identical. So, how can you see that your employees are actively engaged? When they take initiative, assist team members and go the extra mile with their job responsibilities – bringing forth innovative ideas etc. Their behaviour as well as their attitude when things aren’t going too well, or when they are happy, are all a direct indication of their engagement in the workplace.
The goal is to focus on transforming learning into an employee experience, creating a learner centric company culture, leading to a truly engaged workforce.
Masterskill offers the following Courses to assist with your employee engagement strategy:
|CCT-031-S||50 One-Minute Tips for Retaining Employees: Building a Win-Win Environment|
|CCT-027-S||Retaining Your Employees: Using Respect, Recognition, and Rewards for Positive Results|
|CCT-068-S||On the Job Training, Preparing Employees|
|CCT-116-S||Motivating at Work: Empowering Employees|