How to nurture and retain talent with a Learning Management System

 Figures from the Chartered Institute of Personal Development (CIPD), show that almost one in four employees are looking to leave their jobs because of the failure of managers to engage and retain staff, while over a quarter are dissatisfied with the opportunity to develop skills in their current role.

So why do employees disengage? The CIPD say that the main reasons that employees become dissatisfied within their job roles include the following:

  • Seemingly unfair management processes
  • Personal development opportunities are not available
  • Career pathways are not defined or clear
  • Seeking a positive working culture
  • The need for a higher salary

Not all of the points mentioned can be quickly resolved as some greatly depend on the success of the business and the individual line managers. However, the CIPD suggest that developing clearer career pathways and thinking of new ways to keep your employees engaged with their development will help to keep your workforce focussed and committed.

Many employers feel that engaged employees outperform others by showing heightened interest in their work and being prepared to ‘go the extra mile’ for their organisation. And research by Gallup shows that organisations with strong employee engagement outperform their peers in terms of customer satisfaction, profitability, productivity and staff turnover.

Employees also benefit, as engaged employees see their work as more meaningful and fulfilling. With the rewards for strong engagement being mutually shared between employer and employee, it is unsurprising that so many organisations are interested in raising the engagement level of their workforce.

You may find that an annual discussion of career goals during performance reviews provides a short-term boost in motivation, but imagine if you could create personalised career pathways for every employee within the business, and keep them at the front of employees’ minds all year round.

From the very first day that an employee starts in their new role, most companies’ induction training reflects the relevant training and skills required of the individual in that particular role. But to continue motivating your staff to grow, you must also support employees at every stage of their career, filling skills gaps and instigating engagement, determination and empowerment in line with the company’s values. Instantly, rather than merely training for compliance, employees are provided with a career map of the training or development needed to reach a particular position within the company and can see optional learning as a direct benefit for them.

By offering ongoing professional development options, presented to employees in a clear manner, employers can lay the groundwork for happier and more productive employees. Learning Management Systems (LMSs) are a great vehicle to reach, engage and track employees’ development and progress within the company.

An LMS provides centralised training that can be created and distributed virtually anywhere across multiple devices. For employers like Jaguar Land Rover, Redware’s LMS has created the ability to maximise employee skills in a highly efficient manner across 172 countries. Skills gaps may be mapped out for individuals and then filled, a critical aspect of succession planning. An LMS also helps employees to acquire new and relevant capabilities, then match themselves to internal job openings through career learning pathways.

Knowing that there is a clear path to follow is not only comforting but inspiring too. A path quickly defines not only what is possible and available, but most importantly how to get there. Learning pathways cannot be defined by L&D teams in isolation, they need to be a team effort between L&D, organisational development, the business heads and your LMS partner. A good enterprise LMS partner should act as an extension of your team past the on-boarding stage, helping you structure programmes and report on KPIs that demonstrate successes and further training requirements.

Redware’s learning technologies  have helped Jaguar Land Rover and Volvo employees become more engaged with their own career development; giving employees a heightened sense of control, accountability and ownership while reducing training spend and line managers’ time in managing individual career development. On-demand training through an LMS frees up managers and HR professionals to focus on their core responsibilities and increase productivity throughout the company.

So you can see the benefits aren’t accrued by employees alone. Companies who use an LMS like Empowered to help deliver career pathway planning as an integral part of their training are rewarded with happier and more productive loyal workers.

We’d love to discuss how career pathways could benefit your business, for a free no-obligation consultation just get in touch.

Topics: Learning Strategy, Learning Management System

 

Subscribe to the Automotive Learning Technology Hub for monthly updates on automotive learning technology and insider tips to improve your learning strategy:

Subscribe now

Recent Posts