Elevating Worker Engagement Via L&D
Increase in employee engagement through L&D
It’s no secret that companies that invest in L&D are better positioned to engage employees and support business growth. According to the LinkedIn Workplace Learning Report 2020, around 35% of L&D professionals are looking for newer ways to increase student engagement. A dedicated workforce benefits from a variety of benefits, from higher productivity and lower sales to satisfied customers.
Before we delve into how L&D can play a crucial role in promoting employee engagement, let’s first understand who an engaged employee is and what factors contribute to an engaged workforce.
A committed employee is committed to their organization, works with passion, is proud of their work, shows a willingness to go the extra mile and puts discretionary efforts into their work. To do justice to the bill of a committed employee, they need to be both emotionally and rationally committed to the organization.
An emotionally committed employee invests in the brand, looks forward to working with the teams and feels motivated to be in the work environment in order to perform well and achieve outstanding results. Rational engagement, on the other hand, is more about helping employees recognize and anticipate their professional growth through opportunities offered by the organization such as learning, motivation, validation, recognition, mentoring, on-site opportunities, and more.
Employee engagement in the new normal
Organization, validation, recognition and feedback were the key components of employee engagement. However, these three factors are considered in the new context due to the lack of human, personal gap through another lens. With concerns and concerns about decision-making, collaboration, and leadership growing, employee expectations for validation, recognition, and feedback have only increased.
For supervisors / managers, having all of these three areas available is another challenging world. The lack of social connection has changed the culture of the workplace. The focus has shifted from controlling to coping, touch to technology, work-life balance to work-life synergy, sense of belonging to well-being, work execution and the extra mile.
L & D’s role in increasing employee engagement in the new normal
L&D will play a critical role in ensuring that employees on a budget can find quick and effective solutions to their new problems. You can start by highlighting the use of technology, formulating relevant and effective learning methods, and strengthening leadership. A sense of growth is also a very important element of employee engagement. L&D can help employees not only understand exactly how a company cares about their personal and professional growth, but also create a sense of a common goal.
With the new demands of employees, L&D can help restore employee satisfaction with their improved ability to perform the tasks in the new environment. The rapid digital transformation between functions and teams also leads to new skills gaps that make employees nervous. L&D plays a huge role in closing these gaps to ensure employees feel more secure. Effective employee loyalty programs that target how an employee perceives and feels about the company create a better and more long-term pool of prospective leaders.
How can companies engage employees through L&D in 2021 and beyond?
The most immediate thing L&D teams can do to engage employees in 2021 and beyond is to be human. 2020 was not just a business cycle event, it was an event that touched every life in multiple ways and made most people anxious, nervous, and even anxious for both their work and their lives. In the future, it will not only be important to put people first, but also to do the right thing, aside from honest, open and clear communication.
Fast, planned, and long-term L&D initiatives reduce anxiety and help employees feel more confident and able, with fewer skill gaps. While the responsibility for learning is placed on the staff, it’s important to make sure they have access to help and content. In 2021 and beyond, there will be a greater need to embed learning into the workflow to reduce additional time requirements from already overworked employees. A stronger focus on areas such as digital transformation, collaboration, communication and agility will help prepare employees for future uncertainties.
Finally
Committed employees will always outperform those who are not committed many times over. More engaged employees lead to better organizational performance from sales to customer service, which leads to better sales and profit margins. L&D is the main driver and is at the heart of employee engagement. The provision of L&D opportunities shows that the organization is ready to invest in people. The company’s retention strategy provides the opportunity and power to transform the business and culture into something that employees are proud to work for.
It is imperative for employees to be able to believe that the future belongs to those who are not afraid of such uncertainties but can quickly adapt with the company to withstand the difficult times. L&D can play a huge role in helping employees feel safe and respected. L & D has the opportunity to shape the company’s learning culture in such a way that it is essentially agile, innovative and humane.
