In the past, people served machines. Today, machines free people to do what technology can’t: sell, service, and lead. As we explore this global shift from the industrial to the digital age, we cordially invite your voice in Developing the 21st Century Workforce™.
by Jack McDaniel
As a leader, if I had a retention issue, I would look at giving my employees clear line of sight to what we could offer them, to make it attractive for them to stay. I’d align learning with job roles and allow employees to see what it takes to advance. These programs are best created with elearning, so that employees can access them anywhere, anytime.
If employees feel they have a career path, with a clear view of what they have to learn to get to the next level, they have something to work toward. That kind of personal vision keeps them engaged. And if they’re able to access learning at their convenience, it increases their personal satisfaction.
Finally, elearning helps learn in a safety bubble. By practicing in a virtual environment, learners feel they can get a step ahead without being criticized before they’ve acquired the skills to be a viable candidate for the next position. This doesn’t mean that you just throw up a thousand courses and give everyone open access. It involves creating meaningful programs aligned with defined roles, and showing employees what’s in it for them to enroll in and take the programs. This approach not only gives employees the feeling that they have somewhere to go, it gives you qualified candidates when you need them.
Watch this this video in which Todd needs a safety bubble and a cone of silence when I debate him on AchieveGlobal Island in Second Life.