Many organizations are currently under pressure. There is less staff available due to reporting sick, and in many industries the turnover leaves much to be desired and every dime has to be turned three times. This also has consequences for the training budget. At the same time, we know that the opportunity to continue to develop as a person contributes to happiness at work. But how do you ensure that your employees continue to develop?
Happiness at work
In the recently published Handboek Werkgeluk we read that every person has three basic needs: autonomy, connection and competence. Due to the outbreak of the corona virus, that autonomy is in many cases good: people work from home, without a possible boss who is constantly looking over their shoulder. But things are less well with that connection and the development of our competencies. Even in a world that is under pressure, you can achieve that people continue to develop with fewer resources.
Organize physical gatherings
Give employees the opportunity to come together for a meeting or work consultation. Arrange a well-ventilated, spacious area or gather colleagues outside. In this way you not only meet the need for connection, but at the same time give people the opportunity to learn from each other – again. Two important birds with one stone.
OK, a webinar is not the real thing, but it is the next best thing. In such a live broadcast via the internet you approach an online audience in an interactive way. With the help of polls, surveys and chat questions you are still in contact with your employees. This way you can respond to the situation and your participants learn more than if you send them a video or a presentation.
Provide online training
You can of course also use online training courses – more often. It is cheaper than classroom education and can be taken from anywhere. By choosing a learning management system with good community functionalities, you can also add the so important community aspect to online training courses. Of course you can also opt for alternation with other learning methods, so-called blended learning. By no longer focusing on one type of learning form, but making an ideal mix that suits your people, within the budget and your objectives, you put together a package that works for your organization at the moment.
Provide the right facilities
With a few simple tips you can ensure that your employees take control of their learning process. But then you have to give them the right facilities to actually do that. Provide a learning platform where your employees can find a wide range of education and training, where they can choose from a range of learning methods, but where you can also find test exams and books, for example.
5 Start from the training wishes of your employees
Everyone has different personal development wishes. Talk to your people – even if it is virtual – and find out about those development wishes. Although these have been mapped out earlier, the recent period may have made people look differently at their world and their future. The better your training offer meets the wishes of your employees, the better. After all, if the motivation comes from the person himself, learning is much more efficient.
Would you like to know how to keep track of knowledge development, also at a distance? Would you like to know more about the smart dashboards of the HR Consultant UK learning platform? Need help to put continuous learning on the agenda and ensure that knowledge development takes on an even more strategic role? We are happy to help you! Feel free to contact us without obligation.