In our new white paper, prepared by EduMe's Head of Learning, we show why this is such an important topic and the huge effect it has on a company's bottom line.
We also share concrete tips so you can make the most out of your learning program. Firstly though, a sneak peak into the content and what you can expect.
Most learning leaders already recognise the critical role of training and development in their organisations. But too many people have spent thousands of dollars on flashy content and a ‘cutting edge’ learning platform, only to find that 1. no one uses it, or 2. it doesn’t achieve the desired business outcomes.
In this paper, we tackle some of these thorny questions head on:
Why spend money on learning and development?
What are motivation and engagement, and what role do they play in learning?
And finally, what are some practical tips to help you to develop, launch and continue to deliver a successful learning program?
Why does training matter?
There are many reasons why training is a sure-fire investment and our next blog post will focus on them! But here are a few to start off:
A study by Workplace Research Foundation run over a number of years found that a 10% increase in investment on employee engagement could increase profits by $2,400 per employee per year, and that increased employee motivation resulted in a higher share price.
According to Salesforce, continuous training can yield up to 50% higher net sales per representative. We've seen this first hand through the mobile operator Tigo, who achieved a 66% revenue increase from agents trained via EduMe.
Companies that offer comprehensive training programs have 218% higher income per employee than companies without formalized training, and enjoy a 24% higher profit margin than those who spend less on training (ATD).
Motivation and engagement: the critical components of a successful learning initiative
MOTIVATION focuses on the ‘WHY’ of the activity - giving people a good reason to do something.
ENGAGEMENT focuses on the ‘WHAT’ of the activity - making sure that the experience itself is enjoyable, challenging and, well - engaging!
So if your training initiative is to achieve your learning outcomes and business goals, you need to give your learners a REASON to participate in the program, as well as an engaging EXPERIENCE.
Ready to make the most of your learning initiative? Download the free white paper for your ultimate playbook!