I remember the first experience that made me want to pursue a learning and development (L&D) career. It was my first job as a bank teller, which was one of the most enjoyable jobs of my career. Before I could have my own drawer, I had to complete a few weeks of training, which I never experienced at any other job. My trainer had a checklist, participant handouts and other job aids to ensure that we covered the most important topics. I had many opportunities to practice a variety of transactions. She complimented me on the things I did right, but she also provided gentle correction while demonstrating more effective ways to get the job done. I was learning in a safe yet realistic environment, all while building relationships with my new coworkers and learning more about the company’s culture.
Today, the onboarding experience may look a bit different for many organizations. In fact, the entire learning landscape may look a bit different. As technology advances and the demand for professional development grows, organizations are challenged with balancing the fundamental, practical training needs, such as onboarding and classroom training, with more leadership development opportunities. Although the latter experiences are essential to employee satisfaction and job performance, the practical ones help to build confidence and cultural awareness, providing a safe space for employees of all levels to get comfortable with the basics of the organization.
3 Simple Ways to Keep the “Learning” in L&D
Here are three ways to ensure that all of your employees are receiving the training they need at every stage of their career.
1. Prioritize your onboarding process.
For some, onboarding can seem elementary and outdated. However, the onboarding process is an essential part of employee engagement, as it sets the tone right from the beginning. Put your organization’s best foot forward by developing and maintaining an efficient and immersive onboarding program that can allow your newest employees to learn more about the company and the culture. Be sure to include more personal and interactive elements, including conversations with senior leadership. Treat your newest team members as honored guests, rolling out the red carpet and creating moments that will dazzle them.
2. Offer refresher trainings for technical platforms.
Even your most senior level employees may need a refresher training, but they might be afraid to ask. Software and technical platforms undergo routine maintenance, updates and upgrades, and refresher training is a great way to communicate and demonstrate those changes. Additionally, this is a great time to address frequently asked questions and common errors. As a development bonus, have a subject matter expert facilitate the training, which will strengthen their public speaking and presentation skills.
3. Make your learning programs more accessible.
Your employees should know about every learning and development opportunity your organization offers, even if there are some prerequisites for participation. Create a digital catalog or intranet site that allows your employees to browse and apply for training sessions and events. Simply knowing about advanced development opportunities could be enough to positively impact employee performance.
As our organizations continue to grow, it is essential to remember that the most effective learning programs address every stage of the employee journey. Everyone, no matter their role or tenure, should be able to immerse themselves in relevant and engaging learning. While there is room for both practical and advanced learning experiences, we must ensure that basic learning opportunities are fully supported and marketed, just like their counterparts. Otherwise, the workforce learning gap will widen and those without the foundational knowledge will have a difficult time progressing within their careers. Upskilling is important, as long as employees have a foundation to upskill on.
