Unlock Potential & Ignite Engagement

with Learning & Development

 Contents
Training Improves Employee Engagement 1
and Impacts Business Success

Three Ways to Leverage Learning and 4

Development for Employee Engagement

Summing It Up 11

Questions to Ask to Assess 12

Employee Engagement

Though the statistics around employee engagement and constant headlines

around Quiet Quitting may seem overwhelming, it’s not cause for alarm

once you realize that you have the tools to combat it within your reach.

Creating a culture of Learning and Development (L&D) is a surefire way to

avoid disengagement and discover employee potential. Not only will an L&D
culture boost employee engagement, but it also allows organizations to

reduce skills gaps, providing organizations with internal candidates ready to

fill positions as they open.

Training Improves Employee Engagement and Impacts
Business Success

When you think about the reasons behind an organization’s success, what comes to
mind first? Is it a superior product and/or service? What about a snappy marketing
campaign that captures the attention of the public? Does strong, visionary leadership
jump to the forefront of your mind? Could it be a relentless focus on the customer
experience? Honestly, these or any number of other reasons could be the magic behind an
organization’s success.

Regardless of the specific reason for an organization’s success, there is one common
denominator—employees. While it takes many engaged employees to build and maintain
an organization’s success, it takes far fewer disengaged employees to undermine it.

Educate 360 | Unlock Potential & Ignite Engagement with Learning & Development 1
The great news is that employee engagement is something that you can easily turn from
a potential threat into your company’s biggest asset. Organizations have the control to
quickly recognize signs of disengagement and take action to correct them before it impacts
performance. The first step in keeping an engaged workforce is recognizing common signs of
disengaged employees and the potential causes.

One thing to keep in mind is that the signs of disengagement don’t necessarily stem from
job dissatisfaction. If an employee has extenuating personal circumstances, it is possible
that they will reengage once those circumstances have changed. If the disengagement
is caused by job dissatisfaction, it needs to be addressed immediately. Managers should
begin to formulate a plan that addresses the
issues of their employee’s job dissatisfaction
to help them become reengaged. Additionally, Signs Employees
steps should also be taken to ensure their are Disengaged
disengagement does not spread like a wildfire
across the organization, impacting all employees, When employees exhibit
even the most motivated. changes in their typical behavior,
it could be a sign that they are
disengaging. It is important that

Why Are Employees Disengaged? managers recognize and address

these signs sooner rather than
Once you recognize signs of employee
later.
disengagement, it’s time to act. There are many
potential reasons why employees become
Get ahead of this trend by
disengaged within an organization, but the two looking for common signs
most common reasons are poor management and of employee disengagement
a lack of growth opportunities. Let’s dive into these including:
in more detail. • Withdrawal from conversations
and activities
Poor Management
• Reduced or no participation in
A person’s direct manager has more to meetings
do with an employee’s disengagement • Marked changes in routine
and/or decision to leave than any other
• Unusual silence and missed
factor. In fact, GoodHire surveyed meetings
3,000 workers and 82% reported that
• Reduced commitment and
they would consider quitting their job
apathy
because of a bad manager.
• Increased absence from work

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While many employees may tolerate a bad manager for some time, they are unlikely to stay
with an organization long-term if they do not see an improvement in their leadership style.
An organization’s leadership team should always be on the lookout for underperforming
and struggling managers and provide them with coaching and training to improve their
leadership style before losing critical team members. This is especially important for first-
time managers who may have the necessary raw skills to perform in their technical role but
haven’t had the opportunity to hone their management skills through previous leadership
experience.

Lack of Growth Opportunities

Another major factor in employee disengagement is when an organization does not take
an active interest in their employees’ career growth.
Many organizations oversimplify the reason for According to a McKinsey &
employee disengagement and departure to the
Company survey, 78% of
desire for a higher salary. While that may be true in
many cases, it is also true that employees disengage leaders say capability
and leave due to a lack of opportunities to grow building is tied to their
their career rather than stagnate in a position with organizations’ long-term
no ability to increase their skills.
growth.1
According to Forbes, 86% of their respondents
said they would change jobs if it meant more
professional development opportunities. Based on this statistic alone, organizations
need to view employee professional development as more than a “nice to have” benefit—
they need to view it as an essential benefit that ensures a high-performing and engaged
workforce. If your organization doesn’t invest in employee development, employees will
move to one that does.

Creating a Culture of Learning & Development

Organizations that want to thrive need employees with strong technical and soft skills to
implement digital transformations and to improve communication with their colleagues. For
example, managers should master an array of soft skills to effectively communicate and work
with their teams, as well as master data analysis techniques to help them make better, data-
driven decisions.

1. Source: McKinsey & Company, McKinsey Quartly, The Skillful Corporation

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Building an L&D culture through compelling training that aligns with both organizational
and employee career goals is the best way to ensure organizational success now and in
the future. Weaving technical and soft skill leadership training together is a powerful way
to boost employee engagement and keep them motivated to help propel an organization
forward.

Three Ways to Leverage Learning and Development for

Employee Engagement

1. Create Employee Growth Opportunities with L&D

Providing employees with growth opportunities through career development plans allows
them to experience a dynamic career rather than a stagnant job.

Acknowledging and investing in your employees’ career aspirations through upskilling, reskilling,
and cross-skilling is one of the most
important steps organizations can Let’s take a lesson from a movie classic:
take to boost employee engagement. An early scene in ‘The Wizard of Oz’
The creation of career development provides a good example of why career
paths help employees navigate a development paths are helpful. In this scene,
sequence of jobs/roles to reach their Dorothy is trying to find her way back to her home

ultimate career goals. Understanding in Kansas. Since she is new to the Land of Oz,
Dorothy asks Glinda how to get home. Glinda’s
the career goals of employees allows
response was to go to Emerald City and meet the
organizations to be strategic with
Wizard of Oz. When Dorothy asks how to get to
training for short- and long-term Emerald City, Glinda’s answer was to ‘follow the
employee placement to maximize yellow brick road’.
efficiency and maintain operational
continuity if there is a sudden In this situation, Dorothy represents a new or
departure of a key employee. existing employee seeking the right path for their
career goals, and Glinda represents a leader/
In the long run, organizations can fill mentor guiding their employee in the right
important positions as they become direction. The yellow brick road represents the
available with internal resources path needed to get to various career points, with
which saves both time and money. Emerald City representing an important milestone
along that path, and Kansas representing the
ultimate career goal of the employee.

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 Career Ladder vs. Career Lattice Paths
When creating employee career development paths, there are two forms the path can take
depending on employee career goals: career ladders or career lattices.

Career Ladders are narrower Career Lattices are broader

in scope as they are focused in scope as they are focused
on vertical movement within on horizontal, backward, or
a department through diagonal movement within the
promotion to higher-level organization.
positions.

One important thing to remember is career growth doesn’t always mean an employee
takes an upward path of increasing responsibilities into leadership roles. Employees may
be more interested in a lateral move that allows them to try a completely new role that
allows their skills to expand and shine. A career lattice path gives employees the ability
to try a variety of different roles which can promote a broader understanding of the
organization as a whole.

Bridging the Growing Skills Gap

Another benefit of creating development paths is they allow organizations to bridge skills
gaps that have been exposed by the rapid acceleration of digital transformation. From
new software implementation, to moving data to the Cloud, to the need for increased

58% of the workforce will need new skill sets

to do their jobs successfully.2

2. Source: Gartner.com, Gartner HR Research Finds 58% of the Workforce Will Need New Skill Sets to Do Their Jobs Successfully, 2021

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cybersecurity measures to protect proprietary data,
digital transformation is changing how organizations
According to a Harvard Business
do business. To meet the the challenges of innovation
to stay relevant, everyone in an organization needs to Review survey 9 out of 10
learn and master new skills. employees would accept
lower pay to do more-
Organizations also have the chance to search for
meaningful work.3
employees with adjacent skills to various positions
and provide them with stepping-stone training to
bridge the gap between the skills they already have
and the skills they need. According to Lindsey Walsh, VP, Gartner, “People with the skills
necessary to perform a role’s duties may never have held that specific role or position with
that specific title.” Reskilling employees allows organizations to create a flexible workforce
capable of filling internal positions as they become available, which will in turn reinvigorate
employees.

There are many benefits to creating employee career development paths, such as:
• Increased employee engagement
• Retention of valuable employees
• Closed skill gaps
• Increased interdepartmental knowledge
• Ability to hire internal candidates for open positions in the future

3. Source: Harvard Business Review, 9 Out of 10 People Are Willing to Earn Less Money to Do More-Meaningful Work, 2019

6 Educate 360 | Unlock Potential & Ignite Engagement with Learning & Development
Creating the right career development paths and providing L&D relevant to those paths
will bridge skills gaps and mold employees into the engaged, insightful leaders your
organization will need to meet future challenges.

2. Preparing Your Next Generation of Leaders With L&D

Leadership Skills That Drive Engagement
Being a good manager requires more than just a top-down approach, which can alienate
and disengage employees. Managers need to have the skills to support, encourage, and
nurture their teams whether they are
in the office or work remotely. It is
94% of employees would stay at an
important that those in management
organization longer if it actively invested in
positions have strong soft skills to
effectively work with the employees their careers.4
they lead. A manager may have the
technical skills needed for their position, but if they can’t communicate and relate to their
employees effectively, they run the risk of losing them.

There are many potential soft skills that leaders should possess, but the following 10 skills
should be at the top of the list for any manager training:

Empathy/Emotional
Communication Teamwork Problem Solving
Intelligence

Adaptability and Attitude and Ability to Learn

Time Management
Flexibility Work Ethic from Criticism

Self-confidence Networking

4. Source: Avature.net

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Using Data to Lead with Authority
In addition to being able to communicate with and relate to their employees, managers
also need skills to analyze data and use the insights gained from it to make better, data-
driven decisions. In the past, data analysis was viewed as akin to magic performed by highly
specialized professionals. However, there have
been many advancements that have democratized
data analysis to now include those without data Communication
analyst in their job title. is Key
Managers with the ability to analyze data will be
One of the most important
better able to pinpoint areas of improvement for
things a manager can do is
their teams. Data-driven performance feedback communicate regularly and
will help managers find training and coaching clearly with their employees.
solutions to improve employee performance and
boost their engagement. Additionally, through data Communication Tips:
analysis, managers will be better able to explain • Whenever possible, over-
communicate rather than
how their employees’ roles and performance
under-communicate during
are directly linked to their organization’s overall
challenging times
priorities.
• Survey employees about the
The key is communicating meaningful feedback concerns they want to discuss
that is specific, not generalized. The more • Don’t be afraid to say “I don’t
generalized the feedback is, the more inauthentic it know” and explain what you
feels to the employee, causing them to disengage. will do to find an answer
Arming managers with data analysis skills to • Provide specifics and data
identify performance metrics and access and points instead of being vague
communicate the insights of that data creates a
transparent and consistent feedback loop.

98% of employees disengage when

there is little to no feedback.5

5. Source: Zippia.com, Employee Feedback Statistics

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3. Not all L&D is Created Equal
Once committed to employee development,
it is important for an organization to discuss
91% of individuals want their
how development training should be tailored to
development to be personalized and
meet organizational goals and ensure employee
success. There are many facets to take into relevant. 6
consideration when building organizational
training programs.

Connect Learning with Development Goals

Discussions with employees about their career development goals can help uncover talent
hiding in plain sight giving organizations the insight it needs to tailor a learning path to
meet those goals. Determining the training approach an employee needs is dependent on
their desired career trajectory, current skillset, and learning style.

There are Three Training Types That can be Employed

Upskilling Reskilling Cross-training

This training type is This training type This training type
used to strengthen is used to teach is used to help
existing skills or learn employees new skills employees develop
complementary skills that are associated new skills that can
for their current job with a completely apply across multiple
role to close a skills different job within an roles and departments.

6. Source: HR Drive.com, Why Traditional Classroom Training isn’t Enough for Today’s Employee, 2019

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Unique People Require Unique Learning Methods
It is important for an organization to remember that a one-size-fits-all approach to training
will lead to poor training outcomes. Good training isn’t sitting in front of a screen going
through a PowerPoint slide deck. If an organization is just beginning to build an L&D
program, partnering with an outside training provider can be of great benefit from a time,
cost, and personnel standpoint.

With a diversity of generations working within one organization, it is important that training
done internally or outsourced to a training provider provides multiple training delivery
methods to account for different adult learning styles. The common methods of training
delivery include:

Live Training

Instructor-Led Training Virtual Instructor-Led Training

Taught by an on- Taught via video conferencing
premises instructor technology by a remote instructor
who can provide who can provide immediate feedback
immediate feedback to remote students

Asynchronous Training

E-Learning Mobile Learning

Students learn at their own Knowledge passed through short
pace through text, audio, and video duration microlearning training
content but with no immediate modules using a smartphone or
feedback from an instructor tablet but with no immediate feedback
from an instructor

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Providing multiple training methods allows employees to select training that best meets
their preferred learning style. Additionally, multiple training methods give employees
the flexibility to change the method they use depending on the topic covered and their
immediate needs.

Regardless of the learning method used, it’s important that any training include assessment
reports that can be accessed by managers to allow for progress tracking. Progress tracking
is important as it allows for training adjustments if needed, as well as ensuring employees
meet progress expectations.

Summing It Up

For employees to be engaged, organizations need to take an active interest in providing

opportunities for employee career development. Through upskilling, reskilling, and cross-
skilling, you create the perfect environment to bridge skill gaps and prepare the leaders
your organization will
need in the future. It
is important that the
training you make
available is current,
relevant, and can
accommodate the
diverse learning styles
of your employees.

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 Questions to Ask to Assess Employee Engagement

Assessing employee engagement is an ongoing process that requires leaders to ask

themselves the right questions and take appropriate actions. Here are some questions that
leaders can ask themselves to assess employee engagement and what to do for each:

“
Leaders should regularly communicate with
How well do I employees to gain a better understanding of
understand the needs, their needs, motivations, and expectations.
motivations, and Ensure that employees are receiving regular
expectations of my feedback on their performance and are

”
employees? being provided with opportunities for
growth and development.

“
Companies should evaluate the unique skills
needed in each department and assess the
Do I understand
knowledge gaps of employees to provide
the professional
tailored learning opportunities.. Conduct

”
development needs of
regular feedback surveys to understand
my team?
employee training needs and preferences,
and use the feedback to improve training
programs.

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12 Educate 360 | How to Keep Your Talent Engaged
Questions to Ask to Assess Employee Engagement (cont.)

“
Organizations should provide relevant,
ongoing skills training and career
Are my employees
development opportunities that align
receiving the necessary
training and development with the goals of both employees and the
opportunities to enhance organization. Aligning training with strategic
their skills and advance in objectives ensures employees understand

”
their careers? how their training and career development
supports organizational goals.

“
To prevent any barriers to employee
learning and development, leaders
Are there any must allocate time and resources for
barriers inhibiting my their employees’ training. To get buy-in,
employees’ learning and

”
communicate the benefits of training, set
development?
clear expectations, use diverse training
modalities, and create and support an
environment that values learning.

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Educate 360 | How to Keep Your Talent Engaged 13
Boost Your Employee Engagement
How can we help you organization build a culture of learning and development?

At Educate 360, we believe that knowledge is the key to success. We strive to bridge
skill gaps and equip today’s workforce with the training and development they need to
reach their career potential. We create personalized learning plans tailored to individual
employees, as well as providing best-in class instructors, diverse delivery methods,
and timely coaching. Together we can create an engaged workforce capable of driving
innovation and growth for years to come!

Interested in training your entire team?

Partner with Educate 360 and let us help you build an engaging career
development training package that will propel your employees and organization
successfully into the future.

Get in Touch

Contact Us
Reach out to Educate 360 if you have any questions or are ready
to build a learning plan that meets your needs and career goals.
[email protected] Mon - Fri 8:00 AM to 6:00 PM (EST)

educate360.com 877.243.6690

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