Your organisation is ready to embrace mobile learning. Management is sold on the opportunities and benefits that mobile can deliver, and employees are eager for the convenience and extensive support that comes with learning on mobile devices.
So it’s come time to put things into motion. But before you start implementing anything, you need to build your mobile learning strategy first. This can be a challenge in itself, so here are the key steps to take to build an effective strategy.
The impact of embedding learning into the workplace is quite astonishing. There is a body of research that point to how learning that occurs as part of the day-to-day workflow influences performance and employee engagement positively; more so than when learning occurs away from work.
For instance in a 2009 study by the Learning & Development Roundtable, on-the-job learning was described to be three times more impactful to improving performance than formal training programs. It was also reported that employees with a high exposure to on-the-job learning activities were 262% more engaged than those without that exposure¹. (High exposure was defined as engagement to 11 or more on-the-job learning activities in the past month.)
“The right training and development will enhance employee engagement.”
That’s one of the lines we feed when we’re asked to justify the budget for the year’s training initiatives.
Yet does training and development in your organisation really live up to that promise? Given the rising trend of employee disengagement, that line might be your Achilles heel…unless we start to re-think learning in the workplace.
While some teams soar to greater and greater heights, others are left behind to bite their dust. So what separates high-performing teams from their lacklustre counterparts?
Well, there are a variety of aspects that make up a high-performing team. And one critical factor that influences the success of any self-managed team is a culture of learning and knowledge sharing; one that is highly integrated into a team’s operations.
This team learning is a process that leaders in organisations can start supporting immediately to help drive performance in self-managed teams.
A lot of hard work, time and resources go into producing a training program that is relevant, impactful and holds the attention of employees. But what often happens after the program ends? Your employees might have thoroughly enjoyed that day-long workshop held at HQ, but the awful truth is that in the time to come (when they actually have to transfer that learning to the workplace) they would have forgotten most of what had been presented to them.