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Why Chief Learning Officers Should Care About Learning Experience

Companies that have a strong learning culture can retain up to 50 percent employees, a survey by Robert half reports.  Even though, this isn’t the only factor in retaining employees, but Chief Learning Officers play a substantial role in retaining best employees.

Learning isn’t an activity, it’s an experience

For decades, learning at workplace has been event-driven. Meaning, learning content was provided by companies and employees were expected to consume it. Apparently, this seems to have changed. Like customers, employees want their learning to be personalized, responsive, consistent, and convenient. Simply put, employees want to have a good learning experience, and not just a mere learning activity.

A good employee learning experience is made by

  1. Consistent learning, regardless of the medium or mode of delivery.
  2. A quick mechanism that answers employees’ learning-related questions within the defined time.
  3. Personalized training that appeals to each learner’s individual needs.
  4. A hassle-free access to consume content.

How learning has transformed

Traditionally, companies have been involved in creating learning content and propagating it to employees. So far consuming this content has entirely made up for learning. However, with social media and internet, accessibility to learning content is much more and free. Employees can learn and put their knowledge to use as they go.

This has led industry leaders to define employee learning experience as ‘journey’, similar to the term used to define customer journey, which focuses on engaging customers at each end points. In a similar fashion, employees’ learning journey focuses on engaging employees at each point of their learning. Similar to customer journey, an employee’s learning journey has the following stages —

  1. Research – An employee looks for the best way to solve a workplace problem
  2. Consider – Finds a course or a program that suits his /her needs
  3. Engage – Employee engage actively in the learning program
  4. Use – Put his /her learning to use
  5. Re-engage – Goes back learning content when faces challenges again
  6. Advocate – Vouches for the program or course employee takes and recommends it to colleagues and friends
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Chief learning officers should focus on engagement

Simply put, learning activities don’t suffice the learning needs of the present workforce. Accordingly, L& D programs need to be tweaked to focus on engaging employees during their learning. Content production should focus on formats that easily engage customers, instead of creating more content. And each content is looked at a single touch point to engage learners along their journey. Many organizations are collaborating with their marketing teams to understand and employ engagement strategies.

In simple words, they need to employ the same engagement tactics used by marketers if they want to maximize return on investment on their content and consumption.

Simply, Chief Learning Officers need to rethink their L& D programs which focuses more on engaging their employees than creating more content.

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