Read more Freddie Drewer
Consultant, Saffron Interactive
Don't behave like a tool
- start using one
Forty percent of your staff could be
thinking of leaving; if they're not getting
the right training, that is. If you're not
developing your team properly, they're
twelve times more likely to leave. And if
they leave, good luck replacing them, as
the chance to learn new skills and grow
professionally is the #1 driver for talent
to join an organisation (HR Realities
Fosway Group 2017-18).
That 40% is a frightening statistic. Yet it's easy
for those of us in the learning and
development community to become
complacent and think it couldn't possibly
apply to our organisation, given how much of
our time is taken up by delivering training.
However, according to employment lawyer,
Philip Landau in Work, on-the-job training
and you two out of every five employers have
provided no training at all within the last twelve
months, and for the three out of the five that
have, plenty of it isn't hitting the mark.
This deficiency in learning provision not only
reduces productivity and efficiency, it
disengages employees, leaving them feeling
both stranded and uninspired. In the worst
cases, they can become a drain on others'
time by requiring frequent guidance, or just
stop trying to develop entirely.
How can we, as learning professionals,
remedy this disengagement stemming from
insufficient or inadequate opportunities? The
truth is that for learning to be truly effective,
you can't just put your learners through a
formal training session and release them into
the workplace, only to be dragged back in six
To ensure our continued relevance, we need
to rethink the way we use learning
technologies. We must move away from
delivering one-stop training, towards
providing something more valuable to
people's working lives. We must understand
that learning is a continuous process and that
the digital tools we use, need to support it.
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