How to Increase Employee Engagement and Performance with an LMS


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Find out how to improve employees performance and engagement by using a learning management solution from Lambda Solutions.

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  • Arnet: My name is Arnet Tkachuk, Business Analyst at Lambda solutions.

    Before introducing my co-hosts, I just want to go over some basic tips to make this webinar as beneficial for you as possible.
    Our presentation should take about 45 mins, including Q&A, but will be available afterwards to answer any additional questions
    For everyone’s best experience I will go ahead and mute your microphones. If you do have a question you can use the Chat box option on the lower left hand of your screen; you can also “raise your hand” if you experience any technical issues, we will do our best to assist you.
    As with all our webinars, everyone will be emailed a copy and a recording of today’s presentation. So what’s on agenda for today farshid.
  • Farshid does agenda…
    Pass to arnet for About lambda
  • [Arnet] points to highlight
    Over 11 years experience with Moodle
    Cover North America
    Official Moodle partner
    Gold Totara partner – used by Mcdonalds, Nikon, Toyota, Sony
  • [Arnet] key points to highlight
    Offer services accounts with 500-100,000 users
    Worked with leading institutions within the Education, Healthcare, Corporate training, and Government sectors

  • [Arnet]
    Here’s a small sampling of our clients. As you can see we do cater to several verticals and industries.
    Four seasons is a great example of client that needs to deliver training to anywhere between 10 to 40 thousand staff across hundreds of locations. Although they had initially worked with the market leader and one of the largest LMS providers, they realize the costs they were paying were not commensurate with the service and performance, so we were extremely excited to set them up with a package with a cost and setup time that was a fraction of they were paying before.

    And looking at the list of attendees, I do see a wide variety of roles, and industries, so I’d will be interesting to see where eveyrone stands with their current LMS package [go right into Poll question…]
  • Farshid:
    I see a lot of different types and sizes of industries today representing various location across North America, so we before we our stats on engagement, we thought it would be interesting to get an idea of how our audiences deals with engagement:
    Rate engagement level at your organization:
    Actively engaged (a lot of energy + passion)
    Engaged (above average)
    Low Engagement (things get done)
    Actively Disengaged (low morale/unhappy)

  • Farshid:
    Explain why we are doing the poll:

    Main reason(s) engagement:
    Not qualified for the role (over/under)
    No clear goals
    Professional Development
    Being recognized (promotions)
  • - 70% - that’s percentage of employees in America that are disengaged from work and/or emotionally disconnected
    Which results in $550 billion cost to employers in terms of lost productivity, theft, poor customer service, decreased brand equity and so on

    87%  global disengagement levels

    - 24% - turnover rate in US (comparable to Canada) – voluntarily leave
  • Well, the great news is that this can go both ways, meaning that companies with highly engaged employees do benefit from higher revenues.
    Formula: – Some would argue this is the easiest element in this equation. The ability of your talent – top performers, high potentials on down – is measurable and reportable (though, of course, some always slip through the cracks).
    Relationship – This is much harder to factor, due to the sheer vagaries of human nature. Some people hit it off; some don’t. But organization leadership is responsible for ensuring the right managers are in place, with the right skills to manage, as well as the right employees with the right skills in the right positions.
    Right Expectations – It’s easy to get expectations wrong. The story from one of our clients comes to mind in which they noticed their employees in R&D were being recognized far more for “achieving results” than for “taking risks” – precisely the wrong expectations for the R&D department of a company renowned for innovation.
    Recognition/reward – And that’s why getting recognition and reward right is critical. If you structure a truly strategic recognition program around your core values, as our client did, then track when and how employees across the organization are recognized based on those values – you can not only target employee productivity but also change your culture.

    One of, if not the, most important outcome of engagement levels is it’s effect on ROI
    the figures here demonstrate the negative impact it has on revenue

    High turnover rates result in wasted dollars in
  • Typical onboarding scenarios:
    - Either done in cohorts or via webinar
    Shy, confusion, learning at different speeds
    Paper, can’t be tracked
    Person leading orientation may not be the manager – disconnect
    Just another number from the begining
  • So given that the average turnover rate for North America is around 24% what does that mean in terms of dollars;
    It depends…
    Replacing an employee can cost anywhere from $8000 for a small to medium sized office all the way to $60,000 - $150,000 for large corporations

    Marina Shifrin – Next Media Animation (Taiwanese company)
  • AON Hewitt engagement model
    About this model: This employee engagement model has been
    tested, evolved and validated by over 15 years of research on millions of employees across a variety of companies and
    industries, and throughout Asia Pacific, Europe, Latin America and North America.

    More than half of the features that feed into engagement can directly or indirectly address by having a powerful learning and talent management system
  • Part of a larger survey; 568 respondents – companies ranged from 500-10,000+ employees
    -sr. level executives
  • -explain what the graphics mean – speak to the larger trend in gamification and open badges
    -orange: course completion (tie to a solid example)
    - Tie it back to engagement and performance
  • Explain how they get these…
    - Only admin/managers can give these
  • - speak to the concept of Friday projects (from google) passion projects
    - Side projects
    - Improvement
    - Process/work flow improvement
  • [speak to how social learning will affect brand and reputation]
    In future - the next big thing in social learning.
    Combination of social networking and content creation/management to quickly and easily share information.
    Large organizations typically suffer from information being in silos, this is true whether a geographically spread organization or at a single site.
    Enhancement of social collaboration tools – e.g. activity streams, ‘following’ a User, ‘likes’/rating, tagging, searching, matching and filtering to better manage the sharing of content.
    How?: Lambda solutions open platform can leverage social collaboration and learning tools to…[centralize, integrate, remote share..]
  • Making sure you have the right competencies in place before moving forward
    - available to all hiring manager at a glance
    - promote internal hiring (VALUE)
    - based on merit (NO POLITICS + TRANSPARENCY)
    -use it as a general search for a specific criteria of a role that requires competencies
    Learning plan
    Required learnings
    Competency report
  • [Highlight how it’s different than the learning plan slide]

    To save time and money when hiring for a replacement or new role. Lambda’s Solution allows you to search your database for a potential fit. prior to deciding whether you need to post externally. The competency name in most cases is your skill. By determining the type of skill you are looking for will narrow your search. So if we touch on goals for a specific role versus a potential candidate that already has the experience within the organization, we can locate within this report.

    So say I’m looking for a Junior Project Manager and would like to see if I have any internal candidates that might have certain capability or competency to fill the role. I see 2 with Project Management Principles as a competency they both could be potential candidates.
  • [contrast with current methods
    One off emails, paper during performance review
    gives you reminders; performances don’t slip
    Why bad: no tracking, can’t share between managers,
    Reference later slides on integration where the PM will be tied to HR MIS
  • Pro-active way of doing appraisals
  • [highlight the word EVIDENCE – tying back to transparency, no politics, merit, the badges come back in play]
    Assessment and compliance
    Evidence reporting
    Show that the employee has a the right skills (it’s tracked)
  • [not just about manager and direct report; also peer to peer; close to real time feedback on projects]
    -give scenario of how this would work:
    360 degree feedback
    Specific projects

  • How to Increase Employee Engagement and Performance with an LMS

    1. 1. EMPOWE R TA L E N T Using LMS to Improve Employee Engagement and Performance
    2. 2. Your Hosts Arnet Tkachuk Business Analyst Farshid Zavosh Marketing Manager
    3. 3. Agenda oAbout Lambda Solutions oPoll #1 – Engagement oState of the industry – Engagement levels oEngagement and ROI oUsing Learning and Talent Management oQ&A oNext steps
    4. 4. About Lambda Solutions • Providing open platform learning technology since 2003 • Develop and contribute to the Moodle community • 200+ installations hosted & supported
    5. 5. We Provide Solutions For Corporate – Healthcare – Government - Education
    6. 6. Our Clients
    7. 7. Poll #1
    8. 8. Poll #2
    9. 9. State of the Industry •70%  $550 b Source: Gallup: State of the American Workplace - 350,000 respondents over 3 years •87% Source: AON Hewitt : Trends in Global Engagement •24% Source: US department of labor
    10. 10. Engagement = Profits? YES! Per-person productivity = Talent x (Relationship + Right Expectation + Recognition/Reward) Source: AON Hewitt, 2013
    11. 11. Avoid This!
    12. 12. Great Bad Example - Onboarding
    13. 13. Turnover is expensive (and very un-cool) $8,000 $60,000 Source: Resoomay 17.5 m views to date Source: Marina Shifrin
    14. 14. AON Hewitt’s Engagement Model
    15. 15. Harvard Survey on Engagement - 2013
    16. 16. Accomplishments / Recognitions
    17. 17. Certificates
    18. 18. Work Tasks, “Friday projects”
    19. 19. Collaborate, brand, reputation
    20. 20. Opportunities: L&D and Career Opps
    21. 21. Company Practices: Talent and Staffing
    22. 22. Competency Report
    23. 23. Company Practices: Performance Management • Performance management
    24. 24. Appraisals - Report
    25. 25. Quality of Life: Job security
    26. 26. Effective / Confident leaders
    27. 27. Questions