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February 14th, 2023 · 4 min read

Unlocking employee success through workplace learning

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  • Reduced costs associated with turnover
  • A higher ROI on employee benefit expenditure
  • Up to 24% higher profitability

Defining and measuring employee success

  • Goals and objectives: Evaluate how employees meet their career goals, as well as team and department objectives.
  • Feedback and evaluations: Gather feedback and valuable insights from supervisors and peers through open-ended questions, interviews and observations.
  • Career progression: Track the progress of career advancement, which can include things like promotions or even lateral moves to other departments.

Enabling employee success through workplace learning

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3 ways workplace learning promotes employee success

  1. Boosts retention
    Opportunities for skills development is something job seekers actively look for in an employer today. Recent research shows that 94% of employees surveyed say they would stay longer in their current position if given better learning and development opportunities. Offering access to learning and education fosters engagement and shows your people that your organization is truly invested in their growth – giving them reason to stick around for longer.
  2. Supports performance and productivity
    Widespread skills gaps mean employees are less effective in their current roles, however motivated or engaged they might be. Workforce training and education programs are designed to equip workers with the relevant skills they need to excel in their current roles or upskill/reskill into a new position. Better yet, working adult learners can apply what they learn from their coursework directly to their day-to-day jobs, further boosting performance.
  3. Bolsters engagement
    Engaged employees are more effective in their positions than their less engaged counterparts. Engaged workers are as much as 44% more productive, with learning playing an active part in that. Another study shows reports that 80% of employees surveyed shared that better learning opportunities would have a positive effect on their sense of engagement at work.

Up-leveling your employee success plan

  • Variety of learning opportunities for all skills needs
    An entry-level Retail Associate is going to have an entirely different set of skills needs from a Store Manager with ten years of experience. Make sure your L&D strategy incorporates different learning options that can satisfy a diverse range of needs.

    This includes short-term needs such as training or certification courses, as well as long-term options such as degree programs or mentorship opportunities. This enables more employee learners to find relevant programs that fuel continuous development, and ultimately, employee success.
  • Accessibility of learning
    If your employees are not taking advantage of the learning opportunities available to them, a crucial factor that deserves a closer look is accessibility. Many common workplace learning programs are not designed with accessibility in mind, barring the people who need it most from participating in them.

    For example, traditional tuition reimbursement programs required employees to pay upfront for tuition and then wait weeks, even months, for reimbursement. These programs reinforce institutional bias toward individuals who can afford to pay upfront for tuition, leaving those with different financial circumstances behind.

    Evaluate your L&D programs through this lens to ensure accessibility is always at the forefront.
  • Learning technology
    Outdated learning technology can be a major barrier to engagement for employees. The learning experience should integrate seamlessly into the lives of your people, not be a source of frustration. This means taking the time to update legacy software and hardware so that your people can learn in the location and format that is most convenient for their lifestyle.

One step closer to continuous employee success

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