5) Create a pilot project first
Run a dedicated pilot project around your chosen area of employee development to start with. This will help sanity check your processes, and will allow you to use the results to demonstrate the need, value and ROI to secure funding. Once your project’s in place, you can work on using learning to drive employee development, and in turn meet objectives in all areas of the organisation.
6) Keep it sticky
Your uptake will improve if you create sticky content. Yes, you read that right. Sticky content just means relevant and engaging. Whether you use videos, animation, games or quizzes, synchronising the content with the employee experience should be your plan throughout. Employees will judge your content by the value and experience it delivers to them, so make sure it’s up to par.
7) Get collaborating
Encourage employees to get involved (and stay involved) in their development journey. Using today’s social learning tools, you can help create a culture of inclusion and engagement by enabling employees to share information, tips and content; get and provide feedback on colleagues; and apply learning to real life scenarios.
8) Deal with the short shelf-life
In the past, you went to school, got a degree, and what you learned would remain relevant throughout your career. But these days, knowledge and skills can become obsolete within months, making the need to learn rapidly and regularly more important than ever. Make sure your content keeps pace with change by putting a content calendar in place to encourage continuous engagement.
9) Big it up
Many L&D initiatives are widely publicised internally when the program starts, but go quiet after they’ve been launched. It’s important to keep a continuous, steady drip-feed of updates on success and milestones, as well as fresh content and new features as an on-going reminder throughout the year.
10) Be agile and get feedback
We all learn better through collaboration, and talent development programs are no different. Be sure to get feedback from all three levels of the organisation early in the process (using social learning tools to help get the feedback where possible), and regularly after that. If something’s not working, be agile and willing to adapt it to keep user engagement high.
These are just a handful of ways to make learning and development a key part of your company culture, but there’s plenty more options to try. HR, in general, needs to be a strategic part of the business, and not just an admin function.
Geoffroy de Lestrange is product marketing manager EMEA at Cornerstone OnDemand
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