Upskilling is vital for companies to empower their workforce for the future. Read this blog to learn the four ways L&D can motivate their teams to upskill.
You’ve put in the time, effort, and resources to create an effective upskilling program for your employees. Great! But your job as a learning leader should go beyond that.
Now that you have the tools and strategy in place, it’s time to be committed to motivating employees to learn. After all, training is only as good as its adoption rate, and yours might fall flat if you don’t start driving engagement.
With an engaged workforce reaping a multitude of benefits, from higher productivity and lower turnover to satisfied customers, there’s no question that it’s now top of mind for L&D moving forward. LinkedIn’s 2020 Workplace Learning Report even reveals that around 35% of L&D professionals are looking for newer ways to increase learner engagement.
Since L&D can help bring back the sense of satisfaction employees have in their improved ability to perform the tasks in the new environment, how exactly can they grapple with this challenge?
Here are four ways how HR teams can help employees upskill:
1. Connect personal goals with company goals
When personal goals don’t support overall company goals, employees might narrow the scope of their focus to simply completing their daily tasks without feeling like part of the operations of the larger business.
By helping them realize just how important their roles are in the great scheme of things and how training fits into that, the more they’ll be motivated to take charge of their own career advancement opportunities.
The key is to let them know that their individual goals are aligned with larger company objectives. Because with training, you always want to go back to the questions “What do you want to accomplish through your upskilling initiative, and how can employee training get you there?”
While team managers have the direct responsibility of keeping their teams in check when it comes to learning, your role as an L&D is just as crucial to helping learners see the bigger picture — that the training they’re given now is a vital part of the company’s growth moving forward.
So ask employees what they need to improve, analyze performance objectives, and give them the training they need to get better at their jobs and contribute to the organization.