Companies have
been putting more money into their learning and development budgets. In fact, Bersin
by Deloitte’s 2013 Corporate Learning Factbook shows that U.S. organizations grew
their
With all
those dollars being allocated to training, are your employees taking
advantage of the opportunities? It’s easy for employees to forget or even miss
that there’s learning management software available to them. Courses that are
relevant to their job might be hard to find, lost in a large library of titles.
Instead of
sending reminders, take a marketing spin and create internal case studies of
what employees learned and how the training applies to the job.
1.
Find people who are your power users. Your LMS or learning content
management system should track who’s using what courses or downloading
additional resources.
2.
Interview them about the courses
they’ve been taking. Approach
the power users and ask about their experience. Make sure they’re getting value
from the training and would be willing to participate in a promotional case
study.
3.
Learn how the training has impacted
their performance. Training
should help employees do their jobs better, so ask how the training has made a
difference. Also ask how the team’s performance might have been improved.
4.
Include insight from their managers. Managers could be encouraging
development, or they might not even know employees are going the extra mile to
train themselves. Find out what each manager knows, including how improved
performance could be changing the way those managers work toward developing the
rest of their teams.
5.
Capture the story. You can capture the story in any
number of ways — writing an article, taping a Q&A, or even making a video.
Make sure you put the story in a format that’s easy for other employees to
consume when you share it with the rest of the organization.
