Monday, 19 June 2017 05:21

How to Increase Employee Engagement

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BY DEAN PICHEE, CEO, BIZLIBRARY, INC.

Unengaged employees cost the U.S. economy $550 billion every year! According to a report by Gallup, 70 percent of workers aren’t engaged at work. The modern worker is changing, and the workplace is not modernizing quickly enough to meet employees where they’re at and engage them. So, in this new environment we’re all navigating, what do employees really want? Security?Stability? More money? In nearly every instance, the answer to all of these questions is a resounding “NO.”

In 2016, research conducted by ClearCompany discovered that 68 percent of workers say training and development is the most important workplace policy. In fact, many employees value employee training and development more than salary or even benefits. So, if engagement could be increased and turnover mitigated, why is this employee training and development often an afterthought?

There are multiple answers:

>>  It’s Too Long - Along with a changing workforce comes a changing attention span. YouTube has ushered in the era of the short video, and that’s what today’s employees expect. The average attention span of a learner is now said to be in the 5-to 15-minute range. This is due to our inherent limited ability to concentrate, as well as the steady stream of interruptions throughout a normal work day. It’s a fantasy to think that learners can maintain full attention throughout an 8-hour class or a 90-minute e-learning course. They physically can’t do it, and the workplace environment wouldn’t let them even if they could.

>>  It’s Too Boring - In addition to the fact that most training is too long to be effective, it’s often too boring. Let’s face it: we’re all professional TV watchers. We’ve been conditioned to expect visually stimulating content. We’ll gladly play along at home with long-time classics such as Jeopardy! or Wheel of Fortune. But we have no tolerance for “death by PowerPoint” presentations or click-and- read e-learning where stilted text is read to us word-for-word while we look at static graphics.

>>  It’s Too Expensive - Traditional training — a costly proposition — is much more expensive than many organizations realize. It requires a lot of money to bring people together, whether it is in a room or online. In addition to the direct costs of the training itself, there are often hidden and indirect expenses, such as travel costs or opportunity costs. It’ s no wonder managers are always looking for ways to cut the training budget.

It’s time to give your employees effective, modern, microlearning development opportunities and really support those initiatives. Microlearning is the ideal solution to the employee engagement problem because it addresses the vast majority of issues organizations are facing when it comes to employee engagement. Videos average in length from five to seven minutes so learners can actually focus long enough to absorb the information they need.

Microlearning is done in a way that’s familiar to learners. When you need to learn how to do something quickly, you usually turn to short online videos to demonstrate those things to you. By providing employee training using this method, we can ensure that the learning experience is consistent with what they already do.

IS MICROLEARNING REALLY A SOLUTION?

If done correctly, absolutely! You’ll need to use your program to develop your employees in their current positions, but also develop them in a way that will benefit their overall career. In fact, employee development is the second-most impactful way to improve employee engagement (after recognition).

Gallup studies have shown that 87 percent of Millennials think development is important in a job – making training and development a top priority among the generation that is soon to make up nearly half of the nation’s workforce. Employees who are provided with these modern development opportunities are more engaged at work and more satisfied with the workplace overall, so it’s no wonder that readily available training opportunities often lead to reduced employee turnover. Instead of searching YouTube on breaks, learners can watch an online training video that’s relevant to their job and improves their overall skillset.

THE BOTTOM LINE

Employee engagement, employee turnover, productivity, agility and many more business challenges are all different parts of the same problem — a problem that can be solved with strategic employee development and made more effective with microlearning at its core.

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