Employee engagement is a universal concern for business leaders, as it is often believed that the performance of the company depends, in many ways, on the performance of its workforce—making skill training and development high on the priority list for most organizations. According to research conducted a few years back by the Harvard Business Review, most senior-level executives and middle managers, 71%, “rank employee engagement as very important to achieving overall organizational success.” However, only 24% of those [same] respondents say employees in their organization are highly engaged,” indicating that there is a significant skills gap within the workplace.
One of the largest barriers to employee performance is lack of proper training and continuous skill development. Most employees want to succeed and advance further in the company. But, when they aren’t challenged to constantly learn and grow, or given the tools to do so, their workplace motivation tends to take a hit.
The best way to avoid stagnated employee performance and low motivation is to equip employees with the tools to perform well in their jobs as well as a framework to support their ongoing success. Deploying an online training program through a Learning Management System (LMS) is a great way to close knowledge gaps that stifle business efficiencies while improving employee motivation to succeed at the same time.
Here are a few ways a Learning Management System (LMS) can help your organization:
3 Ways Learning Management System Software can Help Fill the Workplace Skills Gap
Intrinsic motivation is key to long-lasting behavioral change. While most employees are motivated by the idea of achievement and career advancement, many do not see training as the vehicle to get them there. Yet, continuous skill development is an important success factor to both of those end goals.
Part of the reason many employees are resistant to training is due to their perception of what “training” means based on previous experiences. While traditional training approaches fail to excite and educate at the same time, online training programs deployed through an LMS tend to have an interactive component to them that drives employee engagement with the learning materials.
Gamification platforms are typically an add-on feature within an LMS that allows organizations to stimulate on-the-job situations through an interactive game interface. This style of learning can be a great way get employees intrinsically motivated to develop their skills—because it’s relevant and fun at the same time!
Accessibility to information is a necessity in the workplace of today and tomorrow. With technology on the rise, employees are quickly accustomed to having all the information they desire right at their fingertips. Employee expectations for simplicity and relevancy in training are only increasing, and if the current methods used to educate and develop employee skills are not up to par with these expectations employee training compliance will suffer.
Microlearning is great for employees who are short on time and patience because it allows you to quickly deliver the most important information through your LMS in the format of a brief video or micro-game.
Mobile Learning is a feature within an LMS that allows employees to access training from any device or location.
Both features within an LMS—Microlearning and Mobile Learning Applications—enable your employees to access the information they need when they need it and from any location or device—making it easier for them to meet training compliance.
Camaraderie is a positive and effective way to reinforce skill development and personal growth. When employees feel as though they are a part of something larger than themselves and that they are working towards a collective goal of improvement they are oftentimes more motivated to succeed on a personal level.
Social Learning is a feature within most Learning Management Systems that allows employees to share progress, thoughts and accomplishments over the LMS as they complete courses and assignments that are related to their job role or division within the company.
When employees are given the opportunity to learn and grow as a community, they are often held accountable by peers—making them more apt to want to complete their training as well as set aside time to pursue additional, self-paced learning resources.
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