Empowering Employees To Make Time For Learning
Do any of the following statements resonate with you?
- Lack of opportunities for personal development for employees
Are your employees unable to prioritize their own personal development because of limited time, resulting in stagnation and a lack of skill growth?
- Hindered adaptability to change
Are you facing challenges in preparing your workforce for technological advancements, market shifts, or changing job requirements due to the lack of time for learning?
- Inability to keep up with industry changes
Are your employees falling behind in acquiring new knowledge and skills because they lack the time to stay updated with industry trends and advancements?
- Employees struggling to find time for learning
Are your employees finding it challenging to dedicate time for learning due to their busy work schedules and pressing deadlines?
If you are nodding in agreement, this article is for you. Read on to understand what you can do to solve these challenges and create a more conducive learning environment within your organization.
What Is The Problem?
The time crunch faced by professionals is not imaginary but backed by research. Studies reveal that, on average, employees have a mere 24 minutes of available time for learning within a 40-hour workweek . The demands of deadlines and pressing work matters often overshadow the priority of learning.
Nevertheless, employees have a genuine desire to grow and develop in their roles. They yearn for more frequent learning opportunities and the acquisition of skills that will safeguard their careers in an ever-evolving landscape. One effective solution is to invest in customized eLearning content development. By tailoring learning materials to the specific needs of your employees and organization, you can maximize engagement and efficiency. Customized eLearning allows for flexibility, enabling employees to learn at their own pace and fit learning into their schedules.
Additionally, consider implementing dedicated learning time for employees. Set aside regular periods where employees can focus solely on their learning and skill development. This dedicated time shows your commitment to their growth and provides them with the necessary space to invest in their personal and professional development.
Why Does Time Matter?
Did you know that opportunities to learn and grow are the ultimate fuel for an extraordinary work culture? Employees themselves have spoken, and they declare that learning is the No. 1 driver of creating a fantastic workplace .
In today’s rapidly evolving world, skills are changing at lightning speed. Here’s a jaw-dropping fact: employees who feel their skills aren’t utilized effectively in their current job are a whopping 10 times more likely to embark on a job hunt ! But hold on, there’s a game-changer: when they’re provided with the chance to learn the skills needed to stay relevant, they become more inclined to stay put. It’s a win-win! What’s even more mind-blowing is that companies offering continuous skill development are a staggering 7.2 times more likely to engage and retain their prized employees.
Here’s the icing on the cake: employees who dedicate time to learning at work experience a remarkable shift. They feel less stressed and more accomplished, productive, and successful. It’s like unlocking a secret recipe for a happy and thriving workforce.
Two Types Of Workplace Learning
Did you know that a recent LinkedIn study  revealed the number one challenge in workplace learning? It’s the notorious lack of time!
So, how can organizations tackle this time crunch and make learning a blast? The answer lies in offering flexible self-paced learning adventures and weaving learning seamlessly into the flow of work. By embracing these exciting approaches, organizations can cater to learners’ preferences, boost engagement, and unleash the power of effective learning. In the workplace, two primary forms of learning emerge:
1. Scheduled Learning Time
Scheduled learning time refers to a designated period within employees’ work schedules that is specifically allocated for engaging in learning activities, including those facilitated through eLearning content development. It is a structured approach where employees are encouraged to set aside dedicated time for acquiring new knowledge, honing skills, and enhancing their professional growth.
During these scheduled learning sessions, employees may engage with various learning resources, such as eLearning courses, online modules, or interactive digital content, tailored to their specific learning objectives. By integrating scheduled learning time and incorporating eLearning content development, organizations can effectively prioritize employee development, foster a culture of continuous learning, and provide accessible and engaging learning experiences for their workforce.
2. Learning In The Flow Of Work
Learning in the flow is a more flexible and dynamic approach to workplace learning. It involves integrating learning activities seamlessly into employees’ daily work routines and tasks, by providing them with access to relevant resources, tools like a microlearning solution, and knowledge exactly when and where they need it, enabling continuous learning and skill development as part of their regular workflow. By embedding learning opportunities within work tasks, employees can acquire new information, improve skills, and solve problems in real time, enhancing their performance and productivity.
Tips And Tricks To Creating Dedicated Learning Time For Your Employees
1. Get Managers On Board
To foster a culture of learning, managers play a crucial role. When managers prioritize learning and actively support their employees’ development, it sends a powerful message. They can have regular conversations about career goals, recommend relevant training, and set an example by dedicating time to their own learning.
2. Align Learning With Career Goals
Help employees see the direct relevance of learning to their career growth. Connect learning opportunities to their career goals and personal interests. Schedule a fixed learning time according to their goals, so employees can proactively engage in learning activities that directly contribute to their career advancement.
3. Make It Official With Scheduled Learning Time
This leads us to scheduling learning time. It’s important that you block out dedicated learning time on employees’ calendars, just like any other meeting. By incorporating learning sessions into the company calendar, it becomes an official commitment that employees can’t miss.
4. Gamify Learning
Harness the competitive spirit of your workforce and transform learning into an exciting game-like experience. Implement eLearning gamification by organizing an office-wide competition where employees earn learning credits, unlock achievement badges, and track their hours of dedicated learning. Celebrate the achievements of top learners with special recognition, enticing monetary incentives, or well-deserved time off.
5. Streamline Meetings And Limit Interruptions
Respect employees’ time by optimizing meetings and minimizing interruptions. Shorten meetings whenever possible, even by just a few minutes, to free up valuable time for focused work and learning. Encourage a culture of mindful communication and reduce unnecessary emails that distract employees from their core responsibilities.
6. Foster Community-Based Learning
Encourage collaborative learning experiences by creating opportunities for employees to learn together. This can involve scheduling learning time for group training sessions followed by discussions, asynchronous learning with subsequent online chats, or participation in online learning communities.
Tips To Create More Learning Time At Work, With A Focus On eLearning Content Development
Back in 2018, Josh Bersin coined the term “Learning in the Flow of Work,” revolutionizing how we approach workplace learning . This concept embodies the idea that employees should have seamless access to the right knowledge at the right time, effortlessly supporting their learning goals and needs without disrupting their daily workflow.
Step 1: Start With eLearning Content Development And Design
To enable the powerful concept of Learning in the Flow of Work (LIFOW), traditional “push” approaches won’t cut it. L&D teams must let go of dictating where, what, and how employees should learn. Instead, embrace these essential pillars in your LIFOW eLearning content development:
Revamp your course structures with responsive designs, allowing learners to access eLearning content anytime, anywhere, and on any device. Flexibility is the name of the game!
When it comes to eLearning content development, prioritizing high accessibility is key. It’s important to ensure that all employees can effortlessly access and consume the content, regardless of their location or device. By keeping accessibility at the forefront of the development process, you can guarantee that your eLearning materials are readily available and easily digestible for every learner, fostering a seamless and inclusive learning experience.
- Carefully curated
Infuse your eLearning content development with thoughtfully curated content, tailored to meet learner objectives. By providing unique and relevant materials, you enhance engagement and relevance.
- Customized learning paths
Empower learners to embark on personalized eLearning journeys. Enable learner autonomy in eLearning content development by designing courses that accommodate individual preferences and objectives, allowing learners to craft their unique paths.
Step 2: Use These Ideas To Implement LIFOW
To create a comprehensive Learning in the Flow of Work (LIFOW) program, it’s time to implement these game-changing strategies:
- Mobile learning solutions
Harness the power of mLearning, where learning becomes accessible anytime, anywhere . Leverage small-footprint content that is optimized for mobile devices, ensuring learners can engage with it seamlessly.
- Microlearning solutions
Embrace bite-sized learning content that caters to the moment of need. Short and focused learning nuggets provide just the right knowledge at the right time.
- Video-based learning
Enter the world of video-based learning (VBL) and interactive video-based learning (IVBL). These engaging formats act as performance support tools (PSTs), enabling on-the-job learning and serving as microlearning resources within the broader LIFOW strategy.
- Performance support tools and job aids
In busy hybrid workplaces, pausing work for dedicated learning time may not be feasible. Embrace performance support tools (PSTs) and other job aids like PDF documents, “how-to” videos, cheat sheets, and templates. These resources provide quick access to the information needed to tackle tasks effectively.
- Curated eLearning content library
Curate a treasure trove of well-organized, indexed, and intuitively collated content. This ensures employees have easy access to the right learning materials precisely when they need them, amplifying the effectiveness of your LIFOW strategy.
- User-generated content
Leverage the magic of user-generated content (UGC). Enable employees to tap into the wealth of experiences and knowledge shared by colleagues and peers. UGC serves as a valuable resource for learning and further enhances the LIFOW journey.
Step 3: Build A Culture Of Learning
To cultivate a thriving learning culture, it’s essential to empower employees to actively share knowledge and expertise while leveraging effective eLearning content development .
- Encourage knowledge sharing
Create a supportive environment where employees feel empowered to actively share their knowledge and insights through eLearning content development. Encourage contributions to online platforms, discussion forums, and collaborative spaces where employees can exchange valuable information.
- Communicate the C-suite’s buy-in
Share internal communications that highlight the commitment of the executive leadership team to employee Learning and Development. This helps reinforce the importance of learning within the organization and showcases the support employees have from top-level management.
- Think like a marketer
Align the messaging around learning initiatives with the values and mission of the company. Emphasize how investing in employee learning aligns with the company’s commitment to excellence, innovation, and growth. By framing learning as an integral part of the company culture, employees will be more motivated to actively participate in eLearning content development and embrace continuous learning.
- Establish internal networks
Foster the creation of internal networks that complement eLearning content development. These networks provide opportunities for employees to connect, collaborate, and share their experiences, ideas, and best practices, enhancing the overall learning culture.
- Implement mentorship programs
Integrate mentorship programs into your eLearning content development strategy. Pair experienced employees with learners seeking guidance, creating a space for knowledge transfer, personalized support, and professional growth.
- Leverage digital platforms
Utilize LMS and other digital platforms  and tools as part of your eLearning content development approach. These platforms can facilitate seamless knowledge exchange, encourage discussions, and provide access to curated eLearning resources, fostering an environment of continuous learning.
- Foster a collaborative environment
Promote a culture of collaboration, where employees feel comfortable engaging with eLearning content development initiatives. Encourage collaborative projects, peer feedback, and interactive discussions to maximize engagement and create a sense of community.
Learning time matters significantly as it plays a pivotal role in driving a positive work culture. It is not just a mere allocation of hours for skill development; it holds the key to building a positive work culture that thrives on growth, engagement, and employee satisfaction.
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 The Power of Mobile Learning Solutions for Modern Workplace Learning
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Originally published at www.thinkdom.co.