Gain and Retain Top Talent
•Télécharger en tant que PPTX, PDF•
1 j'aime•252 vues
Employee retention is a critical issue facing today's organizations, and the competition for talented people is tougher than it has ever been! Replacing an employee can cost your company money, but more importantly, it costs time. Join BizLibrary and learn how to keep your best employees while gaining new talent with these five best practices: - Develop the leadership skills of your managers - Clearly define expectations - Ensure training goals are aligned with company objectives - Deliver training based on your employees' preferences - Recognize and reward Attendees will learn: -How to maximize employee retention despite challenges -Key training and development best practice that are easy to -implement to increase employee retention -How to attract top talent
Recommandé
Recommandé
Contenu connexe
Tendances
Tendances (20)
Similaire à Gain and Retain Top Talent
Similaire à Gain and Retain Top Talent (20)
Plus de BizLibrary
Plus de BizLibrary (14)
Dernier
Dernier (18)
Gain and Retain Top Talent
- 2. Presenting Today Krista Brubaker Marketing Content Strategist BizLibrary Katie Miller Marketing Specialist BizLibrary
- 4. How would you describe your employee training and development?
- 5. How to maximize employee retention despite challenges. Key training and development best practices that you can implement to increase employee retention. How to attract top talent. What We Hope You’ll Take-Away
- 6. “The only thing worse than training employees and losing them, is not training them and keeping them.“ Zig Ziglar
- 7. 61%67% Higher engagement levels* Greater efficiencies* 30% Lower turnover* 65% of employees say the quality of training and learning opportunities positively influences their engagement. Source: Learning’s Role in Employee Engagement, ATD * Source: CIO Insight from Aerotek survey 2013 Benefits Of Employee Development
- 8. PAST PRESENT THE EVOLUTION OF THE EMPLOYEE 9-5 WORK Work Anytime WORK In a corporate office WORK anywhere WORK Company equipment USE Any device USE inputs FOCUSED On outputs FOCUSED
- 9. The coporate ladder CLIMB Your own ladder CREATE Work PRE-DEFINED work CUSTOMIZED information Hoards information SHARES On email RELIES On colaboration technologies RELIES On knowledge FOCUSED On adaptive learning FOCUSED Learning and teaching CORPORATE Learning and teaching DEMOCRATIZED
- 10. "Employees of ALL ages, not just millennials, will no longer wait for feedback that will help accelerate their 3 C’s – career, compensation and contentment. Offer CLEAR Career Paths, Learning Objectives, Expectations, Accountabilities and Rewards. If you don’t, they’ll leave. There are too many other options for them in the human capital marketplace. Or even worse, they might stay.” Bradword Wilkins, Vice President of HR, Altisource The Biggest Disrupters in HR Are Speed and Simplicity, Forbes.com
- 11. 5 Training and Development Best Practices to Gain and Retain Your Employees Develop the leadership skills of your managers Clearly define expectations Ensure training goals are aligned with company objectives Deliver training based on your employees’ preferences Recognize and reward
- 12. 1 DEVELOP THE LEADERSHIP SKILLS OF YOUR MANAGERS
- 13. "Nowhere in our formal education do we ever cover how to motivate others, handle difficult situations, articulate a strategy, balance competing expectations, or any of the other communication skills that sit at the core of what leadership is. And just as we got good at everything else we’re good at through time and constant practice, we need to be doing the same with leadership skills. A quality leadership education program will involve daily exercises in verbal, nonverbal, and written communication.“ Jeff Havens, Speaker and Trainer
- 14. High Potential Employees New Managers And Newly Promoted Mid And Senior Level Managers Technical And Professional Senior Directors And Vice Presidents Target Multiple Levels of Management Supervisory and Team Lead Managing Advanced Leadership Executive Development
- 15. Learn By Doing Rotational Assignments Action Learning Task Force or Project Team Mentoring
- 17. Achievement Accountability Accessibility Three Elements of Employee Performance
- 18. 50% LISTENING Communication 1X1s vs. Annual reviews Positivity = increased productivity Regular Communication
- 19. Levels of Expectations Highest Level Individual Level Informal Level
- 20. 3 ENSURE TRAINING GOALS ARE ALIGNED WITH COMPANY OBJECTIVES
- 21. Set Clear Goals and Alignment PROMOTE Does the goal you are setting promote goals you’ve set for the team and organization as a whole? MEASURE Can you measure it? DIFFICULTY Difficult, yet attainable for the employee? GOALS
- 22. 4 DELIVER TRAINING BASED ON YOUR EMPLOYEES’ PREFERENCES
- 23. Chron.com
- 24. LEARNER EXPECTATIONS • Easy to use - intuitive • Learning experience fits to delivery mode • Content is accessible no matter what device I’m using • Content is accessible in any location or work environment • Easy to find and easy to share • Engaging CONTENT CHARACTERISTICS • Delivery looks familiar to me and there is video to watch • Content is personalized to fit my needs • Mobile – must have, it’s not an option • I choose when and how to access content • Social – shareable with friends and colleagues and I can comment • Short, relevant video
- 25. Employees aren’t engaged in training
- 26. 70% 90% 24 Hours: 70% of training has been forgotten 3 Days: 90% of training has been forgotten
- 27. Tag Training Example Development Opportunity Maintain Work flow and service standard Share and discuss with co-workers TAG TRAINING
- 29. Manager coaching Acknowledge participation Reward positive behavior Celebrate success Align rewards with business goals Social learning networks and discussion boards Continuous Encouragement
- 30. Training and Development Punch Card Receive a punch for each course completion. Receive 10 punches and enter to win a $100 gift card!
- 31. Social Learning Network • “Teller Round Table” • Share ideas, questions, successes and news • New hires learn and discuss specific topics • Links to articles for discussion • Subject matter experts as guest moderators
- 32. 5 Training and Development Best Practices to Gain and Retain Your Employees Develop the leadership skills of your managers Clearly define expectations Ensure training goals are aligned with company objectives Deliver training based on your employees’ preferences Recognize and reward
- 33. Questions?
- 34. Employee Engagement Essentials Video Series Created by our producer partner “The Jeff Havens Company,” this is a nine part video series that has been designed to supply that missing piece, approaching leadership in a new way that will make creating an engaged workforce easier than ever before. And it will do so with far more humor and entertainment than your typical leadership course. So if you want to learn how to become a better leader, create a more productive workforce, and laugh the whole way through, then you’ve come to the right place! Employee Engagement Essentials
- 35. Improving Your Workplace Communication In this lesson, viewers will learn the basic definition of communication and come to realize that communication attempts often go awry for various reasons. Learners will also discover solutions for common communication mistakes at work and become familiar with the 7 C’s of effective communication. Ultimately, learners should feel well-equipped to communicate more effectively with their coworkers, clients, customers, and managers. Improving Your Workplace Communication
- 36. Let us know through the poll if you’d like a free demo of BizLibrary’s online course collection. www.bizlibrary.com/demo Try out these video lessons and more!
- 37. JOIN US ON DIDN’T GET YOUR QUESTION ANSWERED? Tune in on Friday at 1:30 pm CT Chat with Katie about all things training and get your questions answered!
- 38. Thank you for attending! Katie Miller Marketing Specialist BizLibrary Krista Brubaker Marketing Content Strategist BizLibrary
Notes de l'éditeur
- Hi everyone, and thanks for attending today’s webinar, Gain and Retain Top Talent!
- My name’s Krista Brubaker, I’m the Content Marketing Strategist at BizLibrary, and presenting with us today is Katie Miller As a Marketing Specialist with BizLibrary, Katie helps facilitate and create educational and engaging webinars geared towards Human Resources and Learning and Development professionals. She conducts research and works with subject matter experts to ensure the BizLibrary audience is receiving the most relevant and up-to-date content possible.
- BizLibrary is dedicated to HR and learning professionals, focused on providing the best and most complete online training solutions. Our training content engages employees of all levels, and our learning technology is a dependable and progressive catalyst for achievement. Armed with our expert Client Success and Technical Support teams, clients are empowered to solve business challenges and impact change within their organizations. We make working with us easy and aspire to be your online learning partner. To learn more, visit us at bizlibrary.com! Enough about us, we’d like to go ahead and get things started here. Katie, if you’re ready to go, we’re ready when you are!
- How would you describe your employee training and development? Ad-hoc at best Somewhat structured based on current needs Well-planned based on present and future needs Second to none! Something else – let us know in the questions box!
- What we hope you'll take away 1. How to maximize employee retention despite challenges. 2. Key training and development best practices that you can implement to increase employee retention 3. How to attract top talent - which encompasses your values/brand reputation
- Quote by Zig Ziglar – author, salesman and motivational speaker. (READ QUOTE) What does this quote mean to you? (type it in the questions box) We all know that employee retention is a critical issue facing today's organizations as they compete for talent. According to Gallup’s State of American Workplace 2017 report, 51% of employees are actively looking for a new job or watching for openings. This means that half the workforce is currently searching for a new job- which tells us they are not satisfied with their current job. But why? What are companies doing or better question NOT doing? This all boils down to how companies choose to develop their employees. ( Source: Gallup, State of American Workplace 2017 - https://news.gallup.com/reports/199961/7.aspx?utm_source=gbj&utm_campaign=StateofAmericanWorkplace-Launch&utm_medium=copy&utm_content=20170412)
- Let’s look at some of the biggest benefits of employee development: When you have a strong employee development plan you have… 67% higher engagement levels (Source: CIO Insight from Aerotek survey 2013) 61% greater efficiencies (Source: CIO Insight from Aerotek survey 2013) 30% lower turnover (Source: CIO Insight from Aerotek survey 2013) 65% of employees say the quality of training and learning opportunities positively influences their engagement. (Source: Learning’s Role in Employee Engagement, ATD) Reference the poll question: So it looks like _% of you would describe your employee development in a positive way. Why is that? Let’s look at the evolution of the employee, and why today's society may make it more difficult to improve your employee retention.
- Reference the poll: At BizLibrary we categorize our customers challenges into 15 strategies.. Top 5 with BizLibrary clients strategies Employee Retention Employee Engagement New Manager and Leadership Multi-Generational Workforce Skill Gaps How can we fix these challenges?
- These next two slides break down Jacob Morgan's book "The Future of Work: Attract New Talent, Build Better Leaders, and Create a Competitive Organization" On the left it shows what employees did in the past and on the right it shows what employees will have or want in the future. This chart can be broken down into three themes: Flexible Working Work Anywhere - remote working 50% of Actively disengaged employees & 28% of engaged employees would change jobs for the ability to work remotely full-time or part time http://www.forbes.com/sites/jacobmorgan/2014/09/02/the-evolution-of-the-employee/
- Can become a leader: Gallup has discovered that 93% of millennials left their company the last time they changed roles. While their motivations for leaving may vary, some millennials might have switched companies because they believed they had little to no opportunity for growth. Communication: Hoards information vs. Shares information (Feedback) Collaborative ideas http://www.forbes.com/sites/jacobmorgan/2014/09/02/the-evolution-of-the-employee/
- Feedback creates a large part of how communication has changed throughout the years, because employees of ALL ages, not just millennials, will no longer wait for feedback that will help accelerate their 3 C’s – career, compensation and contentment. You need to offer CLEAR Career Paths, Learning Objectives, Expectations, Accountabilities and Rewards. If you don’t, they’ll leave. There are too many other options for them in the human capital marketplace. Or even worse, they might stay. Bradford Wilkins: The Biggest Disrupters In HR Are Speed And Simplicity forbes.com http://www.forbes.com/sites/danschawbel/2016/01/25/bradford-wilkins-the-biggest-disrupters-in-hr-are-speed-and-simplicity/#5284df63af0c Again, this is another instance of where we see the idea of having an employee that stays but is not developed as worse than an employee that is developed and leaves. This brings us to the 5 best practices of training and development for improving employee retention and gaining new employees.
- Overview slide: 5 best practices with training and development to gain and retain your employees Develop leadership skills of your managers Clearly define expectations Ensure training goals are aligned with company objectives How to deliver training based on your employees’ preferences Recognize and reward
- 1. Develop leadership skills of your managers
- https://www.linkedin.com/pulse/three-reasons-your-current-leadership-training-totally-jeff-havens?trk=hb_ntf_MEGAPHONE_ARTICLE_POST Focus on Leadership Daily Nowhere in our formal education do we ever cover how to motivate others, handle difficult situations, articulate a strategy, balance competing expectations, or any of the other communication skills that sit at the core of what leadership is. And just as we got good at everything else we’re good at through time and constant practice, we need to be doing the same with leadership skills. A quality leadership education program will involve daily exercises in verbal, nonverbal, and written communication. This quote, by Jeff Havens, can be summarized by saying that leadership training is NOT a one-time event, but instead it is a constant daily exercise. Unfortunately, probably most of the formal education that we experienced did not teach us how to be a “leader”. Many think that leadership is in inherent trait, but it can be gained and be learned and needs to be challenged in order for it to prosper. Let’s look at the different levels of leadership.
- Top organizations target multiple levels of management. Successful leadership development initiatives are broad and cover current and future senior level managers and executives, but these programs also provide development opportunities at lower levels, too. The two most common groups targeted when beginning a new leadership development program are… top management and first-level supervisory positions. Most organizations have only a few top executive positions, but they are critical to the organization's success. In terms of first-level managers, this is typically the largest target group because organizations have more front line supervisory positions than middle or senior management roles. As a result of normal turnover, this front-line group usually is often targeted because it requires the most new talent. Another popular area targeted for leadership development recently are Technical or professional positions. Given the fluid nature of the market and job market for these highly valued professionals, organizations always need to be on the lookout for potential leaders for these areas and to work hard to develop and retain current talent in those roles. Keep in mind that building and maintaining the organization’s bench strength is often the primary objective of your LDP and helps with employee retention.
- One very important way to develop the Leadership skills of your managers, is to let them learn by doing. Leadership theory can be interesting, even intellectually stimulating, but at the end of the day, theory is not of much value. We’ve found, and numerous studies over the decades have documented, leaders learn most of what they know about leading from leading. Not to minimize the importance of training, afterall we’re a training company! For example, it is important to know things such as “3 Keys to Delegating.” However, you and I REALLY learned about delegating after we applied those three keys. We should work diligently to provide more opportunities for leaders to lead as part of their development plan. How much of your development plan involves actual practice? Today’s best leadership development programs emphasize learning by doing – particularly in building the skill set of mid-level and senior level leaders. Experiential learning includes rotational assignments, action learning, projects, and mentoring. Rotational assignments allow an employee to experience a wide variety of lateral job positions by rotating or trading jobs with other employees. The employee already has basic knowledge or skills and only needs situational experience in a variety of job positions to obtain an increased ability to solve problems or learn more about the company. Job rotation is often necessary for promotion to a position that supervises those lateral job positions. Rotational Assignments a good method for providing feedback and appraisals for each function that an employee performs. This method requires that there is sufficient time for an employee to carry out each job rotation. There also has to be enough company flexibility to allow the employee to trade jobs with others. This method works well when there are several employees under development at the same time. Consider rotating managers in your leadership development program among locations, departments and disciplines to gain knowledge, broaden skills and enhance professional growth for a predetermined amount of time. Rotational assignments create an accelerated learning experience that can broaden your leaders’ understanding of the organization’s structure, departmental processes, and strategic business objectives. Another experiential learning method is action learning. Action learning projects or task force projects involve real-time group learning while solving an existing problem in the organization. This is a very effective learning method because the learner gets to do a real task or solve a real problem and then reflect on how it was done, even if done incorrectly. Action learning requires that a small group of four to ten people meet to participate in the training – providing an atmosphere where they can learn from each other. This method may be difficult to coordinate if employees have to travel far to participate in the group or if there are fewer than four employees involved in your leadership development initiative Mentoring is also a great experiential tool for developing your leadership talent. A mentoring relationship typically lasts for a relatively long period of time – so its important to select mentors very carefully. Mentoring works best when the employee respects each other. Compatibility is a must. A mentor can only handle a few employees at one time due to the time required. The mentor should be outside the employee's direct line of authority so the employee can feel free to discuss work issues. Also, ideally a mentor should be two levels above the employee for best effect Let's move on to the second best practice, "set requirements and expectations."
- 2. Clearly define expectations Only 38% of employees felt that their manager helped them set priorities (Gallup)
- Three Elements that you want to look for to make sure that your employee performance is high: Three Elements of Employee Performance Achievement: Inspiring high performance starts with establishing clear expectations and goals. Employees need clear direction from their managers on what is expected of them, how much and when. Accountability: After managers set expectations, they don't just walk away and hope for the best. They know the tasks and projects their employees are working on and hold them accountable for meeting expectations. They provide regular feedback on their performance. Accessibility: To motivate achievement and accountability, the best managers are available whenever an employee needs support. They listen, and when an employee encounters a problem, they actively help him or her solve it. These managers are approachable and responsive. (Gallup - https://news.gallup.com/businessjournal/186164/employees-don-know-expected-work.aspx)
- In addition to the three elements, communication is a vital skill for all parties involved. Communication is a soft skill that includes 50% listening. It can be written or verbal Annual reviews vs. 1X1s: "Having regular conversations without the formality of an annual review contributes to an atmosphere of confidence. Suddenly it's easier for both employee and manager to discuss concerns and do course correction." (Source: Inc. How to Communicate Employee Expectations Effectively - https://www.inc.com/guides/2010/08/how-to-communicate-employee-expectations-effectively.html) Positivity: "Coming at expectations from a positive standpoint make productivity soar" - Bill Baren Positivity should not just be a skill that your managers or a certain department works on, positivity should reign throughout the company – through company culture. Stress and pressure do not push employees to do more, in fact it is quite the opposite. It can cause health problems, increase in accidents, disengagement and lack of loyalty from your employees. (https://hbr.org/2015/12/proof-that-positive-work-cultures-are-more-productive)
- Expectations take many forms - Good managers realize that management has numerous levels of expectations, but all are built on a foundation of clarity and mutual understanding. Clear expectations reflect clear thinking. At the highest level, management will have expectations ( Robert Half Management Resources found that roughly one third of CFOs felt their company's employees were unaware of their firm's strategic objectives.) about employees' understanding of a company's broad strategic goals and mission. At an individual level, managers will have expectations - usually formalized employee performance objectives - that are ideally clear, measurable and mutually understood. At a more informal level, managers will have day-to-day expectations about employee behavior, collaboration and culture - the ways in which team members should interact with another. But no matter the level, clarity is king. (Forbes - https://www.forbes.com/sites/victorlipman/2016/01/21/the-best-managers-always-set-clear-expectations/#a4d83d1355f2)
- 3. Ensure training goals are aligned with company objectives
- Alignment of your learning program to business objectives is fundamental. Alignment helps to set goals and serves as a guide to build your marketing plan. Through alignment, you will be able to identify target markets and create key messaging that connects the learner to the purpose of learning. This is also referred to as building a “what’s in it for me” (WIIFM) message. As you begin to align your program to business objectives and establishing goals, consider key company initiatives that are underway. From there, identify the business stakeholders for those initiatives to help define performance expectations and then you, as a training or HR professional, can translate performance criteria to a set of skills. With the competencies and skills in place, the proper learning solutions can be aligned and marketed to the user population. Once you’ve identified at least one key alignment to a business objective or initiative, you will then know where to begin to develop a marketing plan and create a targeted marketing approach to promote your program. When you tie your program to business initiatives, it provides context for the learner and also provides you with clear ways to promote and market the program. Alignment with organizational goals is the single most fundamental element of every learning strategy. What’s needed today is a sharper focus and clarity of thinking on the specific way our employee learning efforts align with and support organizational goals. Linking of organizational goals with the employees' personal goals requires common understanding of purposes and goals of the organization, and consistency between every objective and plan right down to the incentive offers Sometimes, the hardest part of setting goals is deciding WHAT the goals will be. Here are some ways to ensure you are setting wise goals: Does the goal you are setting promote goals you’ve set for the organization as a whole? Does the goal you are setting promote goals you’ve set for the team as a whole? Is the goal difficult, yet attainable for the employee? Can you measure whether the employee is one track to attain the goal? So – broadly, speaking: DO Set specific, difficult goals with tight deadlines. Let everyone know what your goals are. Use the SMART (Specific, Measurable, Achievable, Relevant and Timely) test only to check whether goals are well written, not to determine whether they’re wise. DON’T Be too concerned whether the goal is employee-set or boss-imposed. Assign percentage weights to goals. Set goals that encourage unwise risk taking or inappropriate behaviors Let's look at the fourth best practice.
- 4. Deliver training based on your employees’ preferences
- Millennials are more into training and personal development then the previous workforce, so if you want to attract top talent – engaging training is the answer. Gallup's report, How Millennials Want to Work and Live, reveals that 59% of millennials say opportunities to learn and grow are extremely important to them when applying for a job. Comparatively, 44% of Gen Xers and 41% of baby boomers say the same about these types of opportunities. Photo - https://me.me/i/you-make-your-own-luck-ou-make-it-in-training-5967662 Source: https://news.gallup.com/businessjournal/193274/millennials-jobs-development-opportunities.aspx
- Top three challenges companies face with training their workforces today: 1. Training takes too long employees and employers don't have the time or money to offer hour long trainings, that act as a check box and don't have much value *Microlearning Not just great because we live in a "google" society where we can get answers quick and easy, but there is science behind the benefits of microlearning "Cognitive load is an information dam in the brain. There’s only so much mental bandwidth available before the working memory needs a break and checks out. Focusing on training for too long reduces the amount of information that successfully gets coded to memory, and results in wasted time and effort.“ Microlearning breaks down training into smaller "chunks" (about 4-7 mins in length) that are a part of a larger course.
- 2. Employees aren't engaged in training The Work Institute found that top reason given by employees for leaving their jobs was: career development (22%) - http://info.workinstitute.com/retentionreport2017 *on demand training Self-directed learning (again the “google” society) we are looking for content that is available in the moment of need High quality video training (keeping the training fresh and up to date) – not looking to watch a video with a woman with big hair and blue eyeshadow. *Gamification 51% of learners were more motivated when training was presented as a game. 33 fewer accidents when a location used gamification for safety and compliance training *mobile Ability to access it anywhere and anytime In a study performed with U.S. Department of Defense training, learners participated in a mandatory course using mobile delivery, and 70% reported preferring the mobile version to the desktop/laptop version of the course. On-demand training that utilizes high quality, video-based microlearning with gamification techniques will drastically increase your employees’ engagement in continuous learning.
- And the third challenge…. 3. The majority of training is forgotten the next day We need to help the learner transfer information from short-term knowledge to long-term memory. But the problem is that after 24 hours we can forget to about 70% of our training and after 3 days, 90% of the training has been completely forgotten. So what can we do to increase our learning retention? What happens AFTER TRAINING is MORE IMPORTANT than what happens DURING. Reinforcements = boosts (quizzes, forms, surveys, polls, multiple-choice, short answer or reflection) The time in between boosts matters, too – spacing them out, rather than cramming everything into a short time period, helps improve long-term memory Difficulty of the questions is important too – you want to make the learners think. If they get the question wrong, they will see the correct question and that will help in retaining the knowledge. Your learners’ preferences and needs will change, just as they’ve changed over previous years. The most effective training programs continually evaluate what’s best for their employees because ultimately, it’s about their development.
- Example of a company providing training for their employees A company shared a great idea for getting their call center employees to work on training. The biggest challenge with this group is they are constantly taking incoming calls, and it’s close to impossible to get this group to do any sort of training while on the clock. They have come up with this “Tag Training” idea where one call center employee is off the phone for 5-10 minutes to do a short training video. Once they complete their course, they “tag” their cube neighbor, and it is their turn to take the same training course, while the 1st employee gets back on the phones. They carry the tag game through until all call center employees have gone through the course. It’s something that employees get excited about, because it gives them a development opportunity, the courses are entertaining (think cutting edge communications, etc.), and it has little impact on their service levels. They are going to expand on this program by giving all the employees the same questions to prompt conversation with their neighbors. This is something they want to run weekly, and it gives employees something to look forward to. What ideas can you come up with to make training engaging and achievable for your employees?
- 5. Recognize and reward 3 in 10 employees strongly agree that in the last seven days they have received recognition or praise Employees who do not feel adequately recognized are twice as likely as those who do feel adequately recognized to say they'll quit in the next year. (source: Gallup – State of American workplace)
- Continuous Encouragement - Participants can quickly lose motivation by feeling “lost in cyberspace.” Email and other communications are great, cheap, and easy ways to encourage your online learners. Knowing that a real person is watching out for you helps humanize the online environment, and motivates participants to stay engaged. Coaching available – 1x1s, mentoring Acknowledge participation Reward positive behavior Celebrate success Align reward with business goals Discussion boards
- Example of a reward for training and development: For rewards and recognition we have one example where they have a punch card and after an employee receives 10 punches they are eligible to be entered for a prize (usually $100 gift card). For each punch after they 10 they are eligible to enter their name again. They also recognize the employee in each of their locations for most courses viewed and they receive a gift card as well. ***Asked on community*** Contest ( frequency in courses is manageable for the employees (3-10 over a month then the name gets entered into a contest)) Gift cards/ company swag Department parties Interview top learners/ recognize top learners in newsletter Post monthly success stories Create challenge groups within departments (If you can create a challenge group for FitBit, then you can create a group for learning) Get learner ideas – get course ideas from learners about what the company can benefit from. BizLibrary Bravos
- Intranet – Community (collaboration) Skype – for remote workers Lunch and learns
- Wrap up slide: Overview slide: 5 best practices with training and development to gain and retain your employees Develop leadership skills of your managers Clearly define expectations Ensure training goals are aligned with company objectives How to deliver training based on your employees’ preferences Recognize and reward
- Okay everyone, go ahead keep sending those questions over. While you’re doing that, I’ll go ahead and share some of our recommended resources with you from the BizLibrary Collection.
- Our first resource is the Employee Engagement Essentials video series. Created by our producer partner “The Jeff Havens Company,” this is a nine part video series that has been designed to supply that missing piece, approaching leadership in a new way that will make creating an engaged workforce easier than ever before. And it will do so with far more humor and entertainment than your typical leadership course. So if you want to learn how to become a better leader, create a more productive workforce, and laugh the whole way through, then you’ve come to the right place! This is available in the BizLibrary Collection.
- Our second resource is a video lesson on Improving Your Workplace Communication. In this lesson, viewers will learn the basic definition of communication and come to realize that communication attempts often go awry for various reasons. Learners will also discover solutions for common communication mistakes at work and become familiar with the 7 C’s of effective communication. Ultimately, learners should feel well-equipped to communicate more effectively with their coworkers, clients, customers, and managers. Again, these resources are available in the BizLibrary Collection.
- You can try out these video lessons and courses by scheduling a demo with BizLibrary – we'll have a poll up here so you can let us know right there if you'd like to see a demo of The BizLibrary Collection. So Hester if you could put that poll up, we'll go ahead and get to some Q&A! Looks like we’ve had several questions come in, so Katie, are you ready to take some questions? LINK IN THE QUESTIONS BOX - Link to BizLibrary Demo - https://bit.ly/2LRmMKt __________________________________________________ COPY IN QUESTIONS My company doesn't invest much in leadership development besides for those that are already in leadership positions. What are some reasons I can use to help them see we should be using leadership training for high potentials and new managers too? What are some ways we can recognize high potential behaviors in a way that will motivate and engage other team members in their own development? Do you have examples for training for small companies? SEED QUESTIONS! My company has recently experienced heavy turnover and I think one of the reasons why is that our executives don’t spend time on training employees. What would you suggest to convince the executives that training is important? - Executives like to see the numbers. You can calculate your ROI on training, show statistics on how it can help reduce turnover and improve company culture. Make sure you have a clear presentation, use resources like the ones from the BizLibrary resource page to help build your presentation. We would like to set up a mentorship program, what are some tips? - Mentoring must be seen as a respectful "friendship". Not the person's supervisory or in direct line. Have something in common. Can be the person that they look for just regularly office advice. What are the benefits of doing weekly 1x1s vs. annual reviews? Instant gratification society. Can talk about things when it is happening, help to eliminate small problems. What are some ways that you can give high potentials opportunities to show if they are a good leader or not? Set up department groups, host lunch and learns – give them opportunities (Let them learn and prove themselves by doing)
- If you didn’t get your question answered, join us on Friday! Katie will answer all of your questions about learning and application. We would love it if you would tune in to the BizLibrary Facebook page at 1:30 pm Central time.
- So we want to give a big thank you to Katie for presenting with us today and thank you to HR.com for hosting us – I'm going to pass things back over to Hester to wrap us up!