Canada Association of Tourism Employees

Driving Worker Engagement By Flipped Classroom Coaching

Employee engagement training strategy

As virtual networks and communications take over the world, business functions have become more flexible and use the resources available for business functions to maximize capacity. Most people find it more convenient to work from home; You are more productive, multitasking easier and avoid commuting. What is less well known in this new environment, however, is that employee engagement is suffering; People are burned out for maintaining a satisfactory work-life balance.

Employees are the pillars of the company – the most important capital and the largest investment. Everyone in every team in every department or industry has a role to play, and underperforming even one employee can affect business operations. To ensure employees are on the right track, engagement needs to be increased to improve business metrics, attract customers, and improve customer satisfaction. Therefore, employees have to be managed differently. How can this be done? Let’s find out.

The engagement puzzle

As employees of an organization, individuals are expected to perform the duties specified by their employer and to be committed to the goals of the organization. Employees can perform these duties according to their work ethic and commitment. The most important question a company is faced with is: Are the employees engaged? And as simple as the theoretical answers may be, the aspect of execution is just as difficult.

Employees often use the WIIFM tool when they are assigned tasks. “What’s in it for me?” The rationale for the responses employees receive after such a request using various techniques is what we would call employee engagement. It is a fundamental approach to the employer-employee relationship that affects the effectiveness of performance management in an organization.

Engagement drivers

According to Bain & Company, an employee who feels engaged and inspired is 125% more productive than a satisfied employee. So how can a company involve its employees? Here is an at-a-glance list of the Engagement Drivers and the tools that could be used to take advantage of them:

Using the drivers …

  • leading position
  • Experience in the work group
  • Professional responsibility
  • working environment
  • Training and development
  • Managerial role
  • Rewards and recognition
  • Recognition special
  • social commitment
  • Diversity and inclusion

… with the tools

For you as a manager:

  • DiSC tool
  • Portal for leadership development
  • eLearning libraries
  • Educational assistance
  • 360 degree feedback

For your direct reports:

  • DiSC tool
  • Recognition survey
  • Recognition platform
  • Performance reviews and development plans
  • Social collaboration tool
  • Discussion

Why is education important?

Training strengthens the organization’s vision and mission to align business goals with employee growth and performance. It plays a critical role in promoting talent within the business unit as opposed to hiring new talent. Training courses reduce employee turnover and are a better option than replacing an employee. This not only benefits the organization in terms of cost savings, but also increases the productivity and motivation of employees.

A study by SHRM suggests that the cost of replacing an employee is 50-250% of their annual salary + benefits, which only reiterates that employee engagement training is critical to employee retention.

As a result, this affects customer satisfaction and the ROI in the business. According to Hay Group, companies with engaged employees had 89% higher customer satisfaction and 50% higher customer loyalty than their non-engaged colleagues in a study.

Employee engagement training

The commitment of the employees is promoted through training. Each of the motivational factors above is important in its own way, which ensures that the training has a positive impact on the engagement and current employment situation of the lack of engagement. Training can be offered for a variety of reasons; some of them are listed below:

  • Orientation / onboarding for new employees
  • Development of technical skills
  • Development of soft skills
  • Compliance training
  • Introduction / introduction of products / services
  • Leadership development

Drive employee engagement through flipped classroom training

The flipped classroom, as the name suggests, is an inverted classroom where learners access lectures (which take up most of the training time) through online media, and the virtual classroom is reserved for activities and knowledge sharing only. The facilitator will see if the participants have understood the concepts and focus on discussions / activities and addressing weaknesses for the learners.

A long-term goal for a multinational professional services network was to change the way its employees were trained and achieve 50% of classroom learning by 2021, up from around 80% initially in 2015, which Savings of $ 50 million in annual travel expenses. The company used the flipped classroom technique, in which the selected programs were designed to be delivered virtually to their employees both via e-learning and in virtual classrooms. The virtual classrooms were reserved for high quality learning activities that required groups and moderation; B. authentic practice, individual feedback and reflection.

In the past, employees had to spend a disproportionate amount of time in physical classrooms, which had a negative impact on business ROI and also resulted in an inadequate account of employee billable hours. With the flipped classroom technique, the learning experience was divided into mixtures of smaller learning objects – each one the most efficient tool for the job – and combined into a program.

The business goals that the program has successfully addressed in terms of effective employee engagement can be summarized as follows:

  • Improved speed up to performance and capability, resulting in high quality performance
  • Reduced expenses and increased productivity through reduced travel costs and reduced learning in the classroom
  • Reduced fluctuation rates and recruiting costs as new employees feel motivated, committed and well trained
  • Easy access to the on-demand training program for everyone, with the ability to complete the training at a time and place that suits the learners
  • New design and structure for training that changes from a pure push, tell design for purely information-based results to an experiential, interactive and pull-based experience for higher application-based results
  • New employees as well as existing employees were able to access the training at any time, even after completion, to conveniently access useful information that would help them make well-founded decisions on the job
  • Increased employee participation

All virtual components of the programs were made available on the company’s learning portal, which helped new hires and existing employees to find learning resources effectively and efficiently according to their learning needs.

eBook publication: Aptara Corp

Aptara Corp.

Aptara provides end-to-end custom learning design and development services, including cutting edge technologies such as eLearning, micro-learning, simulations, learning portals, virtual learning transformations and gamification

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