Stop wasting time training when your team could be LEARNING  

When it comes to learning and people development, we're pretty passionate about making sure what companies do, and how they do it, has an impact.  
'Where companies go wrong with learning and development', an article by Steve Glaveski on Harvard Business Review, shared some powerful stats that show there's a long way to go.  
75% of 1,500 managers surveyed across 50 were dissatisfied with their company's Learning and Development (L&D) function 
Only 12% of employees apply new skills learned in L&D programmes to their job 
Only 25% of respondents to a McKinsey survey believed that training measurably improved performance  

So why is this?  

Often, companies dictate the topics and timings of workplace learning. It's on their schedule, and it's the things they think the team need to learn. When that is part of the induction process or to support a new piece of kit or process, fair enough. But when it comes to the skills we need to develop to improve day to day, this can lead to training having little relevance - or lasting impact.  
If we don't use it, we lose it is another key issue. Applying what we learn immediately is crucial to remembering it, and repetition is our friend if we want to hold onto what we've learnt.  
Glaveski describes 'The Forgetting Curve' identified by German psychologist, Herman Ebbinghaus in the late 19th century. The curve shows that after only six days we'll have forgotten around 75% if we aren't actively using it.  

What can we do about it?  

The world today demands personalised content, available on demand and this is especially true of Generation Z who are now entering the workforce. Attention spans have shrunk, so materials need to be in short, bite-sized chunks, and in a variety of formats to keep things interesting. 
Storytelling is essential to make the link between the individual and the learning in the real world. Make them feel something and you're halfway there. 
Anyone who has a teenager at home will also know you need to tell them once, tell them twice, then tell them again to make sure it sticks. 
Finally, remember the first place most people go to learn how to do something isn't the training manual, or even Google, YouTube, orTiktok, it's the person next to them. Facilitate peer-to-peer leaning and see the positive ripple effect spread as experienced team members feel valued, and new recruits get up to speed without waiting for the next round of training to appear. 
Want to know more about future fit learning? Contact us for a friendly chat. 
Photo by Priscilla Du Preez on Unsplash 
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