Employee retention is a critical issue facing today's organizations, and the competition for talented people is tougher than it has ever been! Replacing an employee can cost your company money, but more importantly, it costs time. Join BizLibrary and learn how to keep your best employees while gaining new talent with these five best practices:
- Develop the leadership skills of your managers
- Clearly define expectations
- Ensure training goals are aligned with company objectives
- Deliver training based on your employees' preferences
- Recognize and reward
Attendees will learn:
-How to maximize employee retention despite challenges
-Key training and development best practice that are easy to -implement to increase employee retention
-How to attract top talent
Discover the Real Causes of Your Low Employee EngagementBizLibrary
Employee engagement has become a global dilemma that has cost companies billions of dollars due to lack of profit and productivity. One of the reasons this dilemma has grown so much is because many companies confuse “engagement” with “satisfaction.” While there is some overlap between the two, most employee engagement initiatives don’t get to the real root causes of disengagement issues, so they never see the results they want.
Let's start back at square one and analyze each piece that is needed to solve this giant puzzle of an organization’s employee engagement.
You’ll learn:
- How the different mindsets of engaged, not-engaged and actively disengaged employees impact their coworkers and the organization
- A few strategic models that structure the factors that will be needed to improve engagement
- Why employee engagement should be viewed as a symptom and not a cause of an organization’s troubles
- How to uncover the correlation between your company’s business challenges and low employee engagement
Re-evaluating Your Organization's Skill Gaps BizLibrary
Many companies have fallen victim to the ominous skills gap – but only because it’s easier to place blame somewhere else than to address the issue head on. If you’re struggling to find qualified candidates, you might need to take a deeper look at your organization and ask some pointed questions. Are there areas of the recruiting process that are leading to skill gaps? Has a formal assessment been done to uncover skill gaps? Are you using modern learning methods to bridge gaps by upskilling your current workforce?
Join Katie Miller from BizLibrary in this SHRM webcast to re-evaluate potential root causes of your organization’s skill gaps and discuss what can be done to fill them efficiently. In this webinar, you will learn:
- The factors that could be contributing to your skill gaps, and how to find and address the root causes
- How to re-evaluate what a “qualified candidate” is in order to create more relevant and realistic talent expectations
- How to start uncovering your organization’s skill gaps with a formal assessment
- How to use modern training methods to bridge skill gaps by upskilling your workforce
How to Build a Learning Culture to Inspire Employee GrowthBizLibrary
Do you know the No. 1 area of investment for HR in 2019? It’s employee training and development, according to a study by Payscale.
Why? Because, constant change in the modern workplace demands employees to continuously adapt and learn new skills. LinkedIn’s talent research shows that half of the most in-demand skills today didn’t even make the list just three years ago.
Employees and employers are both recognizing the need for training and development. In fact, LinkedIn reports that 94 percent of employees say that they would stay at a company longer if it invested in their career development.
So how do you create a culture for learning at your company that inspires employees to grow?
In this webinar, experts from BizLibrary and The Predictive Index will share their expertise on:
Why you should invest in employee learning and development
How to motivate your employees to make time for their growth
How to create a culture that facilitates learning
How HR Can Balance Compliance Vision and the Employee ExperienceBizLibrary
Gratitude is a rare thing to receive in human resources. Traditionally, HR’s role in many organizations was to do their best to keep up with paperwork and other tactical requirements of compliance issues, leading employees to see HR as disciplinarians and leadership to see HR as an obstacle to overcome.
But now that HR has the technological bandwidth to handle these compliance tasks, employees and leaders are expecting more. HR has to strike a balance between three competing roles: employee advocate, strategic partner, and compliance facilitator. The workforce continues to put emphasis on wanting to work for companies that will invest in their professional development, and companies are constantly in a battle for top talent. This puts HR in a unique position—they become the bridge between their leadership’s vision and the employee experience, doing their best to protect the organization and support everyone’s future in it. The new HR professional can’t just react to issues—they need the knowledge and tools to become a strategic resource for their organizations.
Join Libby Mullen from BizLibrary and Cassie Whitlock from BambooHR as they discuss how HR professionals can balance the demands of legal, leadership, and employee concerns. We’ll cover four key facets where HR’s efforts will be the key factor in producing desirable results, like increased employee engagement, higher productivity, and strong company culture. With this new mindset, HR will finally have the time, know-how, and buy-in to focus on the human side of human resources.
During this webinar, we will discuss:
How HR professionals can break free of stereotypes and become strategic partners within their organizations.
Four areas of your organization that can generate higher profits and happier employees when HR is viewed as an employee advocate.
The benefits of HR being able to hand over the torch to managers when it comes to giving individuals feedback and recognition.
The overall positive effect this transformation of the HR role can have on an entire organization and how to get your organization on board.
How to Turn Times of Change and Uncertainty into Positive OpportunitiesBizLibrary
Gone are the days of someone working for one company for their entire career. According to the Bureau of Labor Statistics, the average person will change jobs 12 times before retiring. This increase in employee turnover can often be attributed to times of change and uncertainty in the workplace, like layoffs, restructuring, mergers and acquisitions, etc. Change in the workplace is inevitable, but it doesn't have to be seen as negative, and it certainly doesn't have to become a reason for talented employees to leave your company.
Join Daniel Binkholder and Derek Smith from BizLibrary as they discuss how times of change and uncertainty can become opportunities to move your workforce in the right direction. They'll explain how learning and development is key to alleviating some of the stress that change and uncertainty brings to employees and their organizations.
During this webinar, you'll learn:
- Why not being prepare during times of change and uncertainty is creating higher turnover
- How to use L&D successfully during times of change and uncertainty
- The proper ways to communicate to keep a strong workforce during times of change and uncertainty
Success Beyond a Test: The Importance of Application in Performance ImprovementBizLibrary
Leadership came to you with a request for training. You organized a training session where the employees seemed to have learned something. You received positive feedback, and you sent them a post-training quiz. Job well done, right?
Not exactly. A study from Robert O. Brinkerhoff found that we spend only 15 percent of our current training resources on the actual on-the-job application that a training event independently yields. We spend the majority on the design, development and delivery. That means we spend more time designing what the training will look like than evaluating how the training is helping our employees in their job roles day-to-day.
This interactive webinar, brought to you by BizLibrary, will provide easy-to-understand insights on:
- What you should do before training begins to assist with measurement
- Ways to drive behavior change post-training
- Diverse post-training tools and methods of measuring behavior
From Peer to Leader: How to Develop Your First-Time ManagersBizLibrary
The transition from individual contributor to manager can be a daunting task. A survey by CEB, now Gartner, revealed that more than 50% of new managers fail. Balancing new responsibilities while learning how to lead former peers is a common challenge that most first-time managers struggle to overcome.
During this webinar, Learning & Development Manager Libby Mullen will discuss this challenge and five others that new managers face. She’ll explain why management training is a crucial element to success as your newly promoted managers transition to roles that require new, and frequently unfamiliar, skills and competencies.
Key takeaways:
Identify key strengths and improve weaknesses of first-time managers
Improve the relationship of new managers and their employees through emotional intelligence development and coaching techniques
Create a training plan that builds confidence and increases productivity for your new managers
5 Ways to Unlock the Hidden Value in Your Emerging Leaders BizLibrary
Many organizations are facing a potentially disastrous drain on top talent as an increasing number of employees approach retirement. Unfortunately, most employers don’t have strategic-level initiatives in place to capture and retain the knowledge that's about to leave, and they don't have replacement talent ready to step into leadership as these roles open up.
Employers also feel they can't engage and retain early career talent long enough to fill leadership roles…but what if you approached the whole challenge a little bit differently? What if you looked at creative ways to tap into the vast talent pool of our emerging leaders today, and not wait until we promote them into designated leadership positions?
In this webinar you'll learn:
- 5 best practices to unlock the hidden value in your emerging leaders
- The business impact of investing in your current talent
- How to approach leadership with an intelligent, forward-thinking outlook that will return excellent results and inspire others
Discover the Real Causes of Your Low Employee EngagementBizLibrary
Employee engagement has become a global dilemma that has cost companies billions of dollars due to lack of profit and productivity. One of the reasons this dilemma has grown so much is because many companies confuse “engagement” with “satisfaction.” While there is some overlap between the two, most employee engagement initiatives don’t get to the real root causes of disengagement issues, so they never see the results they want.
Let's start back at square one and analyze each piece that is needed to solve this giant puzzle of an organization’s employee engagement.
You’ll learn:
- How the different mindsets of engaged, not-engaged and actively disengaged employees impact their coworkers and the organization
- A few strategic models that structure the factors that will be needed to improve engagement
- Why employee engagement should be viewed as a symptom and not a cause of an organization’s troubles
- How to uncover the correlation between your company’s business challenges and low employee engagement
Re-evaluating Your Organization's Skill Gaps BizLibrary
Many companies have fallen victim to the ominous skills gap – but only because it’s easier to place blame somewhere else than to address the issue head on. If you’re struggling to find qualified candidates, you might need to take a deeper look at your organization and ask some pointed questions. Are there areas of the recruiting process that are leading to skill gaps? Has a formal assessment been done to uncover skill gaps? Are you using modern learning methods to bridge gaps by upskilling your current workforce?
Join Katie Miller from BizLibrary in this SHRM webcast to re-evaluate potential root causes of your organization’s skill gaps and discuss what can be done to fill them efficiently. In this webinar, you will learn:
- The factors that could be contributing to your skill gaps, and how to find and address the root causes
- How to re-evaluate what a “qualified candidate” is in order to create more relevant and realistic talent expectations
- How to start uncovering your organization’s skill gaps with a formal assessment
- How to use modern training methods to bridge skill gaps by upskilling your workforce
How to Build a Learning Culture to Inspire Employee GrowthBizLibrary
Do you know the No. 1 area of investment for HR in 2019? It’s employee training and development, according to a study by Payscale.
Why? Because, constant change in the modern workplace demands employees to continuously adapt and learn new skills. LinkedIn’s talent research shows that half of the most in-demand skills today didn’t even make the list just three years ago.
Employees and employers are both recognizing the need for training and development. In fact, LinkedIn reports that 94 percent of employees say that they would stay at a company longer if it invested in their career development.
So how do you create a culture for learning at your company that inspires employees to grow?
In this webinar, experts from BizLibrary and The Predictive Index will share their expertise on:
Why you should invest in employee learning and development
How to motivate your employees to make time for their growth
How to create a culture that facilitates learning
How HR Can Balance Compliance Vision and the Employee ExperienceBizLibrary
Gratitude is a rare thing to receive in human resources. Traditionally, HR’s role in many organizations was to do their best to keep up with paperwork and other tactical requirements of compliance issues, leading employees to see HR as disciplinarians and leadership to see HR as an obstacle to overcome.
But now that HR has the technological bandwidth to handle these compliance tasks, employees and leaders are expecting more. HR has to strike a balance between three competing roles: employee advocate, strategic partner, and compliance facilitator. The workforce continues to put emphasis on wanting to work for companies that will invest in their professional development, and companies are constantly in a battle for top talent. This puts HR in a unique position—they become the bridge between their leadership’s vision and the employee experience, doing their best to protect the organization and support everyone’s future in it. The new HR professional can’t just react to issues—they need the knowledge and tools to become a strategic resource for their organizations.
Join Libby Mullen from BizLibrary and Cassie Whitlock from BambooHR as they discuss how HR professionals can balance the demands of legal, leadership, and employee concerns. We’ll cover four key facets where HR’s efforts will be the key factor in producing desirable results, like increased employee engagement, higher productivity, and strong company culture. With this new mindset, HR will finally have the time, know-how, and buy-in to focus on the human side of human resources.
During this webinar, we will discuss:
How HR professionals can break free of stereotypes and become strategic partners within their organizations.
Four areas of your organization that can generate higher profits and happier employees when HR is viewed as an employee advocate.
The benefits of HR being able to hand over the torch to managers when it comes to giving individuals feedback and recognition.
The overall positive effect this transformation of the HR role can have on an entire organization and how to get your organization on board.
How to Turn Times of Change and Uncertainty into Positive OpportunitiesBizLibrary
Gone are the days of someone working for one company for their entire career. According to the Bureau of Labor Statistics, the average person will change jobs 12 times before retiring. This increase in employee turnover can often be attributed to times of change and uncertainty in the workplace, like layoffs, restructuring, mergers and acquisitions, etc. Change in the workplace is inevitable, but it doesn't have to be seen as negative, and it certainly doesn't have to become a reason for talented employees to leave your company.
Join Daniel Binkholder and Derek Smith from BizLibrary as they discuss how times of change and uncertainty can become opportunities to move your workforce in the right direction. They'll explain how learning and development is key to alleviating some of the stress that change and uncertainty brings to employees and their organizations.
During this webinar, you'll learn:
- Why not being prepare during times of change and uncertainty is creating higher turnover
- How to use L&D successfully during times of change and uncertainty
- The proper ways to communicate to keep a strong workforce during times of change and uncertainty
Success Beyond a Test: The Importance of Application in Performance ImprovementBizLibrary
Leadership came to you with a request for training. You organized a training session where the employees seemed to have learned something. You received positive feedback, and you sent them a post-training quiz. Job well done, right?
Not exactly. A study from Robert O. Brinkerhoff found that we spend only 15 percent of our current training resources on the actual on-the-job application that a training event independently yields. We spend the majority on the design, development and delivery. That means we spend more time designing what the training will look like than evaluating how the training is helping our employees in their job roles day-to-day.
This interactive webinar, brought to you by BizLibrary, will provide easy-to-understand insights on:
- What you should do before training begins to assist with measurement
- Ways to drive behavior change post-training
- Diverse post-training tools and methods of measuring behavior
From Peer to Leader: How to Develop Your First-Time ManagersBizLibrary
The transition from individual contributor to manager can be a daunting task. A survey by CEB, now Gartner, revealed that more than 50% of new managers fail. Balancing new responsibilities while learning how to lead former peers is a common challenge that most first-time managers struggle to overcome.
During this webinar, Learning & Development Manager Libby Mullen will discuss this challenge and five others that new managers face. She’ll explain why management training is a crucial element to success as your newly promoted managers transition to roles that require new, and frequently unfamiliar, skills and competencies.
Key takeaways:
Identify key strengths and improve weaknesses of first-time managers
Improve the relationship of new managers and their employees through emotional intelligence development and coaching techniques
Create a training plan that builds confidence and increases productivity for your new managers
5 Ways to Unlock the Hidden Value in Your Emerging Leaders BizLibrary
Many organizations are facing a potentially disastrous drain on top talent as an increasing number of employees approach retirement. Unfortunately, most employers don’t have strategic-level initiatives in place to capture and retain the knowledge that's about to leave, and they don't have replacement talent ready to step into leadership as these roles open up.
Employers also feel they can't engage and retain early career talent long enough to fill leadership roles…but what if you approached the whole challenge a little bit differently? What if you looked at creative ways to tap into the vast talent pool of our emerging leaders today, and not wait until we promote them into designated leadership positions?
In this webinar you'll learn:
- 5 best practices to unlock the hidden value in your emerging leaders
- The business impact of investing in your current talent
- How to approach leadership with an intelligent, forward-thinking outlook that will return excellent results and inspire others
5 Ways to Prepare Your Organization for a Successful 2020BizLibrary
It’s that time of year again, time to start planning for next year!
As we approach the final months of 2019, it’s helpful to use this year’s successes to create a plan for next year and beyond. But, that can be easier said than done. With an abundance of opinions from leadership and staff and data collected from research, it’s overwhelming trying to prioritize what needs to be done. And when things get overwhelming, it often leads to nothing taking priority.
You don’t have to figure out this plan alone! Join Libby Mullen from BizLibrary and JD Conway from BambooHR as they discuss five strategies every company should use. These strategies come from simple concepts that you can easily implement at your organization to put you on the path to success.
During this webinar you’ll learn:
- Why culture is an important factor for any successful company, and how to align culture to company goals.
- How continually supporting your employees throughout the employee journey makes it easier to plan for the future.
- A five-part game plan that will guide you to organizational success in 2020.
How to Gain Leadership Buy-In for Your Training Program BizLibrary
Leadership support is critical to the success of a training program, but many HR departments are challenged in building that bridge and actually gaining the support that is necessary. In this session, Shannon Kluczny and Katie Miller from BizLibrary will look at why leadership buy-in is critical and introduce a 10-step program to make it happen. You’ll walk away with ideas, guides and action plans to implement.
How to Give Feedback and Performance Reviews Like a Coach, Not a BossBizLibrary
Did you have a favorite coach when you were younger?
Were they your favorite because of the way they led you and your team through successes and failures? How they gave encouraging feedback? The trusting relationship you had? A good manager and employee relationship should mimic the investment your favorite coach had in you and your team.
According to a 2018 Workplace Learning Report, 94% of employees would stay at a company longer if it invested in their career more. But your HR team probably doesn’t have the bandwidth to coach each employee. Turning your managers into coaches who can provide employees with support and give constructive feedback will help both individuals and the company succeed.
Join BizLibrary and BambooHR as they explain the importance of developing coaching skills in your managers, so you can retain your talent and lead your company to success.
In this webinar, you will learn:
- How to develop a coaching mindset in your managers and leaders
- Why regular feedback is important for employee success
- How frequent employee recognition helps solve common business challenges
- The best times to give feedback and performance reviews
Learn to Actually Engage Your Employees Why 87 Trillion Isn't Enough biz libraryBizLibrary
Despite soaring profits and unprecedented business successes, employers across the globe continue to struggle with engaging their employees; studies find the average rate for employee engagement hovers around just 15 percent in the United States.
In this program, Derek Smith of BizLibrary will help you understand the true value of an engaged employee. He will offer models and practical strategies that will optimize your organization to achieve increased employee engagement.
You will learn:
The importance of engaging employees, and why higher engagement will help you improve business outcomes
Why employee engagement is not a business challenge - understanding its root causes
Research-based working theories about what engages employees
Strategies that you can take and apply to increase engagement at your organization
6 Ways to Improve Employee Engagement and Create a Culture of LearningBizLibrary
Relationships at work aren’t always easy. And no, we don’t mean office romance. When you hire a new employee – it’s a commitment and relationship. Both the organization and the employee saw something in each other that they loved. Recent research shows many of us are on the road to break-up.
So, how can we nurture our relationships and create a learning culture that is engaged and committed to learning?
Key Learning Objectives:
What is employee engagement and why it’s important
Key characteristics of an engaged learning culture
What can we do to improve employee engagement?
Key managerial competencies and challenges
How to Get Employees to Get...and stay...Engaged with Online Training | WebinarBizLibrary
As the manager of your online training program, you likely spend a significant amount of time thinking about how to increase overall usage to ensure impact, value, and return on investment. What is often most challenging and yet most important is communication. How do you boost your learning program participation? In this webinar we’ll share 8 steps to communicate the benefit of your training program and increase usage and engagement.
http://pages.bizlibrary.com/WBN-20151111-How-to-Get-Employee-to-GetStay-Engaged-Shannon-Kluczny_LP.html
How to Gain Leadership Buy-In for Your Training ProgramBizLibrary
Leadership support is critical to the success of a training program, but many are challenged in building that bridge and actually gaining the support that is necessary.
In this session, we’ll cover why leadership buy in is critical and introduce a 10 step program to make it happen. You’ll walk away with ideas, guides and action plans to implement.
This session is perfect for anyone just starting out or struggling to make the leap.
How to Gain and Retain Employees with Training and DevelopmentBizLibrary
In this webinar we’ll discuss 5 best practices with training and development to gain and retain your employees, including:
Develop leadership skills of your managers
Clearly define expectations
Ensure training goals are aligned with company objectives
How to deliver training based on your employees’ preferences
Recognize and reward
www.bizlibrary.com
Sink or Swim: Supporting the Transition to New ManagerBizLibrary
How important are frontline managers? When it comes to the key areas of reaching goals, achieving productivity, and engaging employees, management’s answer is “very.”
78% – Achieving a high level of customer satisfaction
76% – Achieving a high level of productivity
73% – Achieving a high level of employee engagement
This one-hour webinar is best suited to people who need to develop specific strategies and tactics to help new managers succeed. A crucial element to success is training as your newly promoted managers transition to roles that require new, and frequently unfamiliar, skills and competencies.
In this webinar we’ll discuss:
The four changes a new leader faces
How to help new managers balance roles, results and relationships
How to create a new manager training plan for your new managers and supervisors
How to Gain Leadership Buy-In for Your Training ProgramBizLibrary
Why is leadership buy-in important? According to Ram Charan, author of Execution: The Discipline of Getting Things Done, seventy percent of strategic failure comes from poor execution – not the actual idea – having well defined processes and leadership buy-in will be the difference between success and failure.”
Leadership support is critical to the success of a training program, but many learning and development professionals are challenged in building that bridge and actually gaining the support that is necessary.
In this session you’ll learn:
• Why leadership buy-in is critical for training and development success
• A five stage leadership buy-in maturity model - what you can expect and how to respond
• A ten step program to gain leadership support in your organization
• How to maintain leadership buy-in
• How to communicate with leadership
• How to manage change
Join Shannon Kluczny*, Vice President of Client Success at BizLibrary, for this one hour webinar. You will walk away with ideas, guides and action plans to implement. This session is perfect for anyone just starting out or struggling to make the leap.
- See more at: http://www.hr.com/en/webcasts_events/webcasts/upcoming_webcasts/how-to-gain-leadership-buy-in-for-your-training-pr_ikehhr72.html#sthash.oz5PFbij.dpuf
Employee Engagement + Learning Culture = A True Love StoryBizLibrary
Relationships and love aren't always easy. And no, we don't mean office romance. When you hire a new employee - it's a commitment and relationship. Both the organization and the employee saw something in each other that they loved. Recent research shows many of us are on the road to break-up.
So, how can we nurture our relationships and create a culture that's engaged and committed to learning?In this webinar we'll discuss:
What is engagement and why it’s important.
Key characteristics of an engaged culture.
What can we do to improve engagement.
Key managerial competencies and challenges
www.bizlibrary.com
7 Steps to Create a Competency-Based Training ProgramBizLibrary
Employee training is fluid, dynamic and complex – which is why competency-based training is a more important strategic component of today’s employee learning strategies.
Competency-based training links individual performance to the goals of the organization.
A defined set of competencies for each role in your organization illustrates the behaviors, reinforces organization values, and provides the strategic direction employees need to achieve organizational objectives.
In this webinar, you'll learn:
Why a sharp focus on key competencies is more important than ever.
The key characteristics of best-in-class competency-based training programs.
A straightforward seven step process any organization can use to implement competency-based training starting today.
The High EQ Leader: How Emotional Intelligence Can Impact Your OrganizationBizLibrary
A few years ago, feeling and showing emotions could be signs of a weak leader. But in recent years, and especially in the wake of a worldwide crisis, being able to connect to one’s emotions and the emotions of others is one of the greatest predictors of success for leaders and their organizations. Leaders who continually develop their emotional intelligence (EQ) are able to better navigate themselves and their teams through challenging situations like having difficult conversations, layoffs, low employee engagement, high turnover, and more.
Join us for this complimentary webinar, and we’ll help you get started with a development plan for your leaders, managers, and key employees to help improve EQ across your organization, proving that understanding emotions is the key to long-term leadership and organizational growth.
During this interactive webinar, you’ll learn:
How to identify the four facets of emotional intelligence in leaders
Strategies to improve leaders’ self-awareness, in turn improving their teams’ engagement and productivity
How to create an EQ development plan for your entire organization
Developing The Coaching Skills of Your Managers and Leaders BizLibrary
Developing effective coaches in your organization is critical to its success. When armed with effective coaching skills and the inclination to coach workers regularly, managers and supervisors can dramatically uplift business results and the performance and lives of their workers.
According to a study by Bersin by Deloitte, organizations with senior leaders who coach can effectively and frequently improve business results by 21 percent compared to those who never coach.
Join BizLibrary's Libby Mullen, as she uncovers key elements of training you can implement to develop leaders that are able to create measurable differences in performance through coaching.
You will learn:
- The difference between coaching and mentoring
- How to assess, match and apply key coaching skills to align with specific employees and situations
- How to develop the most effective coaching models for your organization
- Skills development exercises to include in your training design
A "coaches’ toolkit" that includes emerging competencies for managers and leaders
Why SIMPLE Wins: Escape the Complexity Trap and Get to Work that MattersBizLibrary
Imagine what you could do with the time you spend sitting in meetings and writing emails every day. Complexity is killing companies’ ability to innovate and adapt, and simplicity is fast becoming the competitive advantage of our time.
Drawing on research and themes from her latest book, Why Simple Wins, Lisa Bodell inspires leaders and their teams to proactively move beyond the feelings of frustration and futility that come with so much unproductive work in today’s corporate world, to create a corporate culture where valuable, essential, meaningful work is the norm.
By learning how to eliminate redundancies, communicate with clarity, and make simplification a habit, individuals and companies can begin to recognize which activities are time-sucks and which create lasting value.
Lisa will touch on several key areas to make the case for simplification:
Simplification is a skill that’s available to us all, yet very few leaders use it.
Operating with simplification as a core business model makes economic and ethical sense—for our customers, for our company, and for each other.
Simplicity drives culture, and culture in turn drives employee engagement, customer relations, and overall productivity.
The reality is this:
While organizational complexity is an issue, more often individual complexity is the culprit – we often create the beast that we become slaves to without even realizing it. Using simple stories and techniques, Lisa will show that by using simplicity as an operating principle, we can eliminate the organizational and individual busywork that puts a chokehold on us every day, and instead spend time on the work that matters.
Onboard, Not Overboard: 5 Ways to Accelerate New Hire TrainingBizLibrary
With the economy turning around, many growing companies are starting to recruit talented new employees. That means a lot of first days on the job and a lot of time and money to spend while new employees get up to speed. What if you could lessen the time it takes for an employee to reach his or her full potential?
According to a study by Aberdeen Group, effective on-boarding improves retention rates by 52%, time to productivity by 60% and overall customer satisfaction by 53%.
In this webinar, we’ll discuss five ways to accelerate the time it takes to get a new employee up to speed, which includes:
- Planning ahead
- Integrating company goals and culture
- Outlining expectations, goals and success criteria
- Utilizing technology and online training
- Involving managers
The Top 10 Essential Skills Every Employee Training Program Manager Needs Ri...BizLibrary
The training industry is constantly evolving. That means the skills needed to be an effective training program manager are changing too. In this program, Shannon Kluczny, Chief Revenue Officer at BizLibrary, will cover the basics of what a program manager is, what they do, the top 10 characteristics of effective training program managers, and the steps necessary to improve your skillset.
In this webinar you will:
Learn what a program manager is, what they do and who they typically are
Find out the top 10 essential competencies of a program manager, along with supporting skills to improve
Receive a workbook for attending that you and your program manager can begin using today to improve necessary competencies
Training for Success: Balancing Compliance and Professional DevelopmentBizLibrary
Professionals within the banking and financial services industries are aware that the industry is in a constant state of change. Regulatory compliance demands banking and financial institutions provide training to remain compliant, which often causes supplemental training, that benefits your employees’ development, to be overlooked.
If you’re only providing compliance training to your employees, you’re missing the chance to give your organization and employees a competitive edge! Join Katie Koloj and Brianna O’Hara from BizLibrary as they explain the differences and benefits of compliance-only training verses overall professional development training in terms of your employees’ development. They’ll discuss how you can balance the compliance training required to keep your organization in business and the professional development training needed to give your organization a competitive advantage.
During this webinar you’ll learn:
• Defining compliance and professional development training
• How compliance training and professional development training can affect your organization
• Why balancing compliance and professional development training will help your organization succeed
• Three things to keep in mind when choosing your training methods
Measuring the Impact of Employee Soft Skills TrainingBizLibrary
Why do organizations struggle with measuring the impact of their soft skills training?
We know that improved communications skills make our colleagues better sales professionals, HR professionals, customer service professionals, etc. But getting to actual proof of this “knowledge” isn’t always easy.
What You’ll Learn:
Common soft skills training and development challenges
How content should be delivered to achieve maximum benefit
How to build a framework for measurement of business benefits of soft skills
How Training Managers Can Use Self-Development to Improve Their ProgramsBizLibrary
As a training program manager, you spend so much time and energy developing others that focusing on your own self-development may feel less important, but it’s not! In fact, the more a program manager invests in their own skills, the more impact they can have on an organization. Join Director of Talent Development & Culture at BizLibrary, Libby Mullen, for an interactive discussion on self-development, and why it is imperative for a training program manager to find the balance between their own self-development and developing their workforce, to achieve a program with maximum engagement and higher ROI.
In this webcast, you’ll learn about:
Seven competencies of a program managers’ personal development
How to align your own goals and metrics to your company’s goals for improved results
A framework to gain respect and buy-in from leadership for your training program
1. Dale Carnegie, "Effective Communications & Human Relation Skills," Meets consecutively for 8 weeks on Tuesdays from 6-9pm or Thursdays from 1-4pm
2. "High Impact Presentations," Intensive & on the spot coaching for 2 days from 8:30-4:30pm
3. "Leadership Training for Managers," 3 day workshop from 8:30-4:30pm
4. Customizable comprehensive addition offerings ranging from 1 hour to multiple day professional trainings
5 Ways to Prepare Your Organization for a Successful 2020BizLibrary
It’s that time of year again, time to start planning for next year!
As we approach the final months of 2019, it’s helpful to use this year’s successes to create a plan for next year and beyond. But, that can be easier said than done. With an abundance of opinions from leadership and staff and data collected from research, it’s overwhelming trying to prioritize what needs to be done. And when things get overwhelming, it often leads to nothing taking priority.
You don’t have to figure out this plan alone! Join Libby Mullen from BizLibrary and JD Conway from BambooHR as they discuss five strategies every company should use. These strategies come from simple concepts that you can easily implement at your organization to put you on the path to success.
During this webinar you’ll learn:
- Why culture is an important factor for any successful company, and how to align culture to company goals.
- How continually supporting your employees throughout the employee journey makes it easier to plan for the future.
- A five-part game plan that will guide you to organizational success in 2020.
How to Gain Leadership Buy-In for Your Training Program BizLibrary
Leadership support is critical to the success of a training program, but many HR departments are challenged in building that bridge and actually gaining the support that is necessary. In this session, Shannon Kluczny and Katie Miller from BizLibrary will look at why leadership buy-in is critical and introduce a 10-step program to make it happen. You’ll walk away with ideas, guides and action plans to implement.
How to Give Feedback and Performance Reviews Like a Coach, Not a BossBizLibrary
Did you have a favorite coach when you were younger?
Were they your favorite because of the way they led you and your team through successes and failures? How they gave encouraging feedback? The trusting relationship you had? A good manager and employee relationship should mimic the investment your favorite coach had in you and your team.
According to a 2018 Workplace Learning Report, 94% of employees would stay at a company longer if it invested in their career more. But your HR team probably doesn’t have the bandwidth to coach each employee. Turning your managers into coaches who can provide employees with support and give constructive feedback will help both individuals and the company succeed.
Join BizLibrary and BambooHR as they explain the importance of developing coaching skills in your managers, so you can retain your talent and lead your company to success.
In this webinar, you will learn:
- How to develop a coaching mindset in your managers and leaders
- Why regular feedback is important for employee success
- How frequent employee recognition helps solve common business challenges
- The best times to give feedback and performance reviews
Learn to Actually Engage Your Employees Why 87 Trillion Isn't Enough biz libraryBizLibrary
Despite soaring profits and unprecedented business successes, employers across the globe continue to struggle with engaging their employees; studies find the average rate for employee engagement hovers around just 15 percent in the United States.
In this program, Derek Smith of BizLibrary will help you understand the true value of an engaged employee. He will offer models and practical strategies that will optimize your organization to achieve increased employee engagement.
You will learn:
The importance of engaging employees, and why higher engagement will help you improve business outcomes
Why employee engagement is not a business challenge - understanding its root causes
Research-based working theories about what engages employees
Strategies that you can take and apply to increase engagement at your organization
6 Ways to Improve Employee Engagement and Create a Culture of LearningBizLibrary
Relationships at work aren’t always easy. And no, we don’t mean office romance. When you hire a new employee – it’s a commitment and relationship. Both the organization and the employee saw something in each other that they loved. Recent research shows many of us are on the road to break-up.
So, how can we nurture our relationships and create a learning culture that is engaged and committed to learning?
Key Learning Objectives:
What is employee engagement and why it’s important
Key characteristics of an engaged learning culture
What can we do to improve employee engagement?
Key managerial competencies and challenges
How to Get Employees to Get...and stay...Engaged with Online Training | WebinarBizLibrary
As the manager of your online training program, you likely spend a significant amount of time thinking about how to increase overall usage to ensure impact, value, and return on investment. What is often most challenging and yet most important is communication. How do you boost your learning program participation? In this webinar we’ll share 8 steps to communicate the benefit of your training program and increase usage and engagement.
http://pages.bizlibrary.com/WBN-20151111-How-to-Get-Employee-to-GetStay-Engaged-Shannon-Kluczny_LP.html
How to Gain Leadership Buy-In for Your Training ProgramBizLibrary
Leadership support is critical to the success of a training program, but many are challenged in building that bridge and actually gaining the support that is necessary.
In this session, we’ll cover why leadership buy in is critical and introduce a 10 step program to make it happen. You’ll walk away with ideas, guides and action plans to implement.
This session is perfect for anyone just starting out or struggling to make the leap.
How to Gain and Retain Employees with Training and DevelopmentBizLibrary
In this webinar we’ll discuss 5 best practices with training and development to gain and retain your employees, including:
Develop leadership skills of your managers
Clearly define expectations
Ensure training goals are aligned with company objectives
How to deliver training based on your employees’ preferences
Recognize and reward
www.bizlibrary.com
Sink or Swim: Supporting the Transition to New ManagerBizLibrary
How important are frontline managers? When it comes to the key areas of reaching goals, achieving productivity, and engaging employees, management’s answer is “very.”
78% – Achieving a high level of customer satisfaction
76% – Achieving a high level of productivity
73% – Achieving a high level of employee engagement
This one-hour webinar is best suited to people who need to develop specific strategies and tactics to help new managers succeed. A crucial element to success is training as your newly promoted managers transition to roles that require new, and frequently unfamiliar, skills and competencies.
In this webinar we’ll discuss:
The four changes a new leader faces
How to help new managers balance roles, results and relationships
How to create a new manager training plan for your new managers and supervisors
How to Gain Leadership Buy-In for Your Training ProgramBizLibrary
Why is leadership buy-in important? According to Ram Charan, author of Execution: The Discipline of Getting Things Done, seventy percent of strategic failure comes from poor execution – not the actual idea – having well defined processes and leadership buy-in will be the difference between success and failure.”
Leadership support is critical to the success of a training program, but many learning and development professionals are challenged in building that bridge and actually gaining the support that is necessary.
In this session you’ll learn:
• Why leadership buy-in is critical for training and development success
• A five stage leadership buy-in maturity model - what you can expect and how to respond
• A ten step program to gain leadership support in your organization
• How to maintain leadership buy-in
• How to communicate with leadership
• How to manage change
Join Shannon Kluczny*, Vice President of Client Success at BizLibrary, for this one hour webinar. You will walk away with ideas, guides and action plans to implement. This session is perfect for anyone just starting out or struggling to make the leap.
- See more at: http://www.hr.com/en/webcasts_events/webcasts/upcoming_webcasts/how-to-gain-leadership-buy-in-for-your-training-pr_ikehhr72.html#sthash.oz5PFbij.dpuf
Employee Engagement + Learning Culture = A True Love StoryBizLibrary
Relationships and love aren't always easy. And no, we don't mean office romance. When you hire a new employee - it's a commitment and relationship. Both the organization and the employee saw something in each other that they loved. Recent research shows many of us are on the road to break-up.
So, how can we nurture our relationships and create a culture that's engaged and committed to learning?In this webinar we'll discuss:
What is engagement and why it’s important.
Key characteristics of an engaged culture.
What can we do to improve engagement.
Key managerial competencies and challenges
www.bizlibrary.com
7 Steps to Create a Competency-Based Training ProgramBizLibrary
Employee training is fluid, dynamic and complex – which is why competency-based training is a more important strategic component of today’s employee learning strategies.
Competency-based training links individual performance to the goals of the organization.
A defined set of competencies for each role in your organization illustrates the behaviors, reinforces organization values, and provides the strategic direction employees need to achieve organizational objectives.
In this webinar, you'll learn:
Why a sharp focus on key competencies is more important than ever.
The key characteristics of best-in-class competency-based training programs.
A straightforward seven step process any organization can use to implement competency-based training starting today.
The High EQ Leader: How Emotional Intelligence Can Impact Your OrganizationBizLibrary
A few years ago, feeling and showing emotions could be signs of a weak leader. But in recent years, and especially in the wake of a worldwide crisis, being able to connect to one’s emotions and the emotions of others is one of the greatest predictors of success for leaders and their organizations. Leaders who continually develop their emotional intelligence (EQ) are able to better navigate themselves and their teams through challenging situations like having difficult conversations, layoffs, low employee engagement, high turnover, and more.
Join us for this complimentary webinar, and we’ll help you get started with a development plan for your leaders, managers, and key employees to help improve EQ across your organization, proving that understanding emotions is the key to long-term leadership and organizational growth.
During this interactive webinar, you’ll learn:
How to identify the four facets of emotional intelligence in leaders
Strategies to improve leaders’ self-awareness, in turn improving their teams’ engagement and productivity
How to create an EQ development plan for your entire organization
Developing The Coaching Skills of Your Managers and Leaders BizLibrary
Developing effective coaches in your organization is critical to its success. When armed with effective coaching skills and the inclination to coach workers regularly, managers and supervisors can dramatically uplift business results and the performance and lives of their workers.
According to a study by Bersin by Deloitte, organizations with senior leaders who coach can effectively and frequently improve business results by 21 percent compared to those who never coach.
Join BizLibrary's Libby Mullen, as she uncovers key elements of training you can implement to develop leaders that are able to create measurable differences in performance through coaching.
You will learn:
- The difference between coaching and mentoring
- How to assess, match and apply key coaching skills to align with specific employees and situations
- How to develop the most effective coaching models for your organization
- Skills development exercises to include in your training design
A "coaches’ toolkit" that includes emerging competencies for managers and leaders
Why SIMPLE Wins: Escape the Complexity Trap and Get to Work that MattersBizLibrary
Imagine what you could do with the time you spend sitting in meetings and writing emails every day. Complexity is killing companies’ ability to innovate and adapt, and simplicity is fast becoming the competitive advantage of our time.
Drawing on research and themes from her latest book, Why Simple Wins, Lisa Bodell inspires leaders and their teams to proactively move beyond the feelings of frustration and futility that come with so much unproductive work in today’s corporate world, to create a corporate culture where valuable, essential, meaningful work is the norm.
By learning how to eliminate redundancies, communicate with clarity, and make simplification a habit, individuals and companies can begin to recognize which activities are time-sucks and which create lasting value.
Lisa will touch on several key areas to make the case for simplification:
Simplification is a skill that’s available to us all, yet very few leaders use it.
Operating with simplification as a core business model makes economic and ethical sense—for our customers, for our company, and for each other.
Simplicity drives culture, and culture in turn drives employee engagement, customer relations, and overall productivity.
The reality is this:
While organizational complexity is an issue, more often individual complexity is the culprit – we often create the beast that we become slaves to without even realizing it. Using simple stories and techniques, Lisa will show that by using simplicity as an operating principle, we can eliminate the organizational and individual busywork that puts a chokehold on us every day, and instead spend time on the work that matters.
Onboard, Not Overboard: 5 Ways to Accelerate New Hire TrainingBizLibrary
With the economy turning around, many growing companies are starting to recruit talented new employees. That means a lot of first days on the job and a lot of time and money to spend while new employees get up to speed. What if you could lessen the time it takes for an employee to reach his or her full potential?
According to a study by Aberdeen Group, effective on-boarding improves retention rates by 52%, time to productivity by 60% and overall customer satisfaction by 53%.
In this webinar, we’ll discuss five ways to accelerate the time it takes to get a new employee up to speed, which includes:
- Planning ahead
- Integrating company goals and culture
- Outlining expectations, goals and success criteria
- Utilizing technology and online training
- Involving managers
The Top 10 Essential Skills Every Employee Training Program Manager Needs Ri...BizLibrary
The training industry is constantly evolving. That means the skills needed to be an effective training program manager are changing too. In this program, Shannon Kluczny, Chief Revenue Officer at BizLibrary, will cover the basics of what a program manager is, what they do, the top 10 characteristics of effective training program managers, and the steps necessary to improve your skillset.
In this webinar you will:
Learn what a program manager is, what they do and who they typically are
Find out the top 10 essential competencies of a program manager, along with supporting skills to improve
Receive a workbook for attending that you and your program manager can begin using today to improve necessary competencies
Training for Success: Balancing Compliance and Professional DevelopmentBizLibrary
Professionals within the banking and financial services industries are aware that the industry is in a constant state of change. Regulatory compliance demands banking and financial institutions provide training to remain compliant, which often causes supplemental training, that benefits your employees’ development, to be overlooked.
If you’re only providing compliance training to your employees, you’re missing the chance to give your organization and employees a competitive edge! Join Katie Koloj and Brianna O’Hara from BizLibrary as they explain the differences and benefits of compliance-only training verses overall professional development training in terms of your employees’ development. They’ll discuss how you can balance the compliance training required to keep your organization in business and the professional development training needed to give your organization a competitive advantage.
During this webinar you’ll learn:
• Defining compliance and professional development training
• How compliance training and professional development training can affect your organization
• Why balancing compliance and professional development training will help your organization succeed
• Three things to keep in mind when choosing your training methods
Measuring the Impact of Employee Soft Skills TrainingBizLibrary
Why do organizations struggle with measuring the impact of their soft skills training?
We know that improved communications skills make our colleagues better sales professionals, HR professionals, customer service professionals, etc. But getting to actual proof of this “knowledge” isn’t always easy.
What You’ll Learn:
Common soft skills training and development challenges
How content should be delivered to achieve maximum benefit
How to build a framework for measurement of business benefits of soft skills
How Training Managers Can Use Self-Development to Improve Their ProgramsBizLibrary
As a training program manager, you spend so much time and energy developing others that focusing on your own self-development may feel less important, but it’s not! In fact, the more a program manager invests in their own skills, the more impact they can have on an organization. Join Director of Talent Development & Culture at BizLibrary, Libby Mullen, for an interactive discussion on self-development, and why it is imperative for a training program manager to find the balance between their own self-development and developing their workforce, to achieve a program with maximum engagement and higher ROI.
In this webcast, you’ll learn about:
Seven competencies of a program managers’ personal development
How to align your own goals and metrics to your company’s goals for improved results
A framework to gain respect and buy-in from leadership for your training program
1. Dale Carnegie, "Effective Communications & Human Relation Skills," Meets consecutively for 8 weeks on Tuesdays from 6-9pm or Thursdays from 1-4pm
2. "High Impact Presentations," Intensive & on the spot coaching for 2 days from 8:30-4:30pm
3. "Leadership Training for Managers," 3 day workshop from 8:30-4:30pm
4. Customizable comprehensive addition offerings ranging from 1 hour to multiple day professional trainings
Coaching Employees for High Performance (Webinar by Fuel50 & Quantum Workplace)Fuel50
Check out the full webinar at http://f50.li/cehp. Today, more than ever, providing opportunities for professional development and career growth is critical to engaging and retaining productive and high-performing employees. In fact, 100% of HR leaders identified improving leader coaching conversations as a top priority for them in 2017 and 70% of employers say their career development processes are ineffective at providing career advancement opportunities.
Taking the Pain Out of Performance Reviews - Webinar 05_22_14BizLibrary
In the field of employee relations and labor/management conflicts, sometimes we have to work hard to find things about which both sides (employee and management) agree. One such area is performance reviews or appraisals. It’s just about universally true that nobody likes performance appraisals. But, the effective, accurate and objective evaluation of each employee’s performance holds the key to improving the overall performance of your entire organization.
In this webinar we'll discuss:
The role of performance management.
Why we do performance reviews?
Key strategies for effective performance management.
Continuous learning and development.
www.bizlibrary.com
5 Ways to Build a Better Leadership Development Program - Webinar 05.14.14BizLibrary
In this webinar we'll provide you with four best practices from Fortune 500 companies that have successfully met the challenges faced by today's leaders and offer you tools for implementing leadership development initiatives in your organization.
What you'll learn:
- Importance of Leadership Development
Best Practices including:
- Strong executive involvement
- Use of tailored leadership competencies
- Alignment with the business strategy
- A “leaders at all levels” approach
- An integrated talent management strategy in which leadership development plays an integral role
How to Create a Competency-Based Training Program. Webinar 04.09.14BizLibrary
Employee training is fluid, dynamic and complex – which is why competency-based training is a more important strategic component of today’s employee learning strategies. www.bizlibrary.com/webinars
5 Ways to Prepare Your Organization for a Successful 2020BambooHR
As we approach the final months of 2019, it’s helpful to use this year’s successes to create a plan for next year and beyond. But, that can be easier said than done. With an abundance of opinions from leadership and staff and data collected from research, it’s overwhelming trying to prioritize what needs to be done. And when things get overwhelming, it often leads to nothing taking priority.
You don’t have to figure out this plan alone! Join Libby Mullen from BizLibrary and JD Conway from BambooHR as they discuss five strategies every company should use.These strategies come from simple concepts that you can easily implement at your organization to put you on the path to success.
10 Tips to Overcome the Training Usage Dip | Webinar 01.08.15BizLibrary
How do you boost your learning program participation? In this webinar we’ll share ten marketing techniques to communicate the benefit of your training program and increase usage and adoption.
www.bizlibrary.com
About us:
- Successful relationship with more than 500 organizations spread across various sectors
- Wide reach in 4 business hubs of India and training capability across the country
- With more than 120 customizable solutions we are a one stop shop for all people skill related issues
- End to end service provider in the areas of talent development through profiling, assessment, training and e-Learning through exclusive partnerships
Taking the Pain Out of Performance Reviews - Webinar 03.20.14BizLibrary
In this webinar we'll discuss how to make the performance review process less painful by focusing on continuous feedback and learning opportunities.
www.bizlibrary.com/webinars
Training and development is required for each and every employee in the organization, in this lesson, we have thrown light on various techniques and tools to improve the skills of employees
Developing the Coaching Skills of Your Managers and Leaders | Webinar 09.09.15BizLibrary
What are the obligations of managers? It varies from organization to organization based upon a number of factors such as industry, culture, department, skill level of the team, etc. Regardless of the organization, at the very heart of this question lies a dilemma. In this webinar we'll discuss:
Why coaching skills are important
Traditional coaching models and how we can improve them
Emerging principles and competencies for managers and leaders
The difference between coaching and mentoring
Collaboration
Supervision
www.bizlibrary.com
Did You Know
The higher executives advance up the organizational ladder they are less dependent on technical skills and require more
effectiveness in interpersonal skills and emotional intelligence.
Coaching is an effective tool for improving bottom line
performance in executives and organizations.
Coaching builds skills and capacities for more productive working relationships.
Coaching paves the way for decision makers to create higher
levels of organizational effectiveness through dialogue, inquiry and positive interactions.
Coaching helps identify when teamwork is important; the how and when to apply the skills necessary to foster it.
Teach Me How! 7 Tips for Creating a Competency-Based Training ProgramBizLibrary
Employee training is fluid, dynamic and complex – which is why competency-based training is a more important strategic component of today’s employee learning strategies. Competency-based training links individual performance to the goals of the organization. A defined set of competencies for each role in your organization illustrates the behaviors, reinforces organization values, and provides the strategic direction employees need to achieve organizational objectives. In this webinar, you will learn:
Why a sharp focus on key competencies is more important than ever.
The key characteristics of best-in-class competency-based training programs.
A straightforward seven step process any organization can use to implement competency-based training starting today.
www.bizlibrary.com
5 Ways to Improve Connection and Engagement with Remote TeamsBizLibrary
Remote work looks different for every organization. But no matter if this is the first time 100% of your employees are working remotely, you have a hybrid system made of office and front line workers, or if only a handful of employees work from home a few days a week, we’re all challenged with the same thing, creating meaningful connection with our remote teams. So how are we able to fill the human connection gap?
Join us for an open discussion centered around the five strategies BizLibrary has used to create connection and boost engagement among our newly remote teams. During this interactive webinar Director of Talent Development & Culture at BizLibrary, Libby Mullen, will explain simple ways to foster genuine conversations and bring your remote teams together.
Get ready to take notes and ask questions! During this engaging webinar, you’ll learn:
-The power of conversation - how to be a coach and care for employee well-being.
-The tools needed to foster more connection between all teams, regardless of their location.
-The balance of building trust and having fun to keep your employees engaged and productive.
Training Program of Dreams: If You Market It, They Will ComeBizLibrary
“I don’t know where to begin…. I’m not the expert. I don’t have enough time. I’ve tried this before.” Sound familiar? While marketing your training program can seem like a daunting task for HR and L&D professionals, it is actually much simpler than you might imagine. During this session, you will learn how to overcome these common challenges and understand the effect marketing has on your overall training program success.
This session’s key learning objectives:
-How to build excitement around your training program and drive utilization through a marketing strategy
-Examples you can use to measure the success of your marketing efforts
-An easy process to create simple resources that anyone can produce without marketing experience
Microaggressions what are they and how can i avoid using themBizLibrary
Is that your real hair? Can I touch it?" "Where are you actually from?" "You’re so articulate!”
Do any of these sound familiar to you? Maybe you’ve had a few co-workers repeat some of these questions or phrases to you or maybe you yourself have asked a few coworkers some of these questions, not knowing you've probably just offended that person with what is commonly known as a microaggression. There are racial-, gender- and identity-based microaggressions, as well as others that can be found in today’s workplaces.
As more and more organizations continue to take a public and bold stance against racism, it’s important that they practice what they preach. During this session, you will learn how to identify what microaggressions are, and more importantly, how you can upgrade your old vocabulary to one that’s inclusive and appropriate for the modern workforce.
This session's key learning objectives include:
Understanding the need and benefit of embracing an anti-racist relationship with your fellow coworkers
Understanding the difference between microaggressions and macroaggressions, as well as the three most common types of microaggressions found in today’s workforce: racial-based, gender-based, and identity-based microaggressions
What you should actually say the next time you want to have an informative conversation with your black coworkers and other coworkers of color
Addressing Mental Health in the WorkplaceBizLibrary
Let’s face it: Work can be stressful. In fact, the Attitudes in the American Workplace VII report found that 80% of workers feel stress on the job, and nearly half say they need help in learning how to manage stress. Although the conversation around mental health is becoming less stigmatized, it’s still a difficult topic to discuss in the workplace. In addition to the red tape and legal concerns, leaders may not feel comfortable advising others because they, themselves, are also grappling with mental health concerns.
This complimentary Training Industry webinar, sponsored by BizLibrary, will empower human resources (HR) and learning and development (L&D) professionals to effectively and ethically address and support employees’ mental health and well-being on an individual and organizational scale.
This interactive webinar will provide actionable insights on:
The main causes and negative effects of stress at work.
Strategies for how HR and L&D can stop the stigma around discussing mental health.
Techniques for managing stress and anxiety.
How to Develop Agility Within Your Training Program to Help Your Learners Suc...BizLibrary
It is time to adapt your training programs. We are all talking about adapting learning in the face of disruption, but have you done it? We know these last few months have not been easy for anyone — and there’s probably not a lot of room left on your plate. However, this is the perfect time to transition your in-person training (ILT) courses to an online, or blended, format. Why? A PRNewswire study found that 66% of employees are working remotely right now. And, according to a study by The Grossman Group, over half of employees want to continue working from home after the pandemic. You must keep your learners engaged to ensure your virtual, or blended, training programs are successful.
Join us for this complimentary Training Industry webinar, sponsored by BizLibrary. Your host, Tom Braning, Product and Solutions Expert at BizLibrary, will break down the steps of transitioning your ILT program to a blended or virtual format seamlessly.
You will learn:
How to transition from ILT to a blended or online training format in a few simple steps.
Ways to build learning agility within your employees so they are prepared for the transition.
Strategies to keep remote learners engaged in your new training program.
7 Steps to Create a Competency-Based Training ProgramBizLibrary
Employee training is fluid, dynamic, and complex – which is why competency-based training is a more important strategic component of today’s employee learning strategies. Competency-based training links individual performance to the goals of the organization. A defined set of competencies for each role in your organization illustrates the behaviors, reinforces organization values, and provides the strategic direction employees need to achieve organizational objectives.
How to Prepare Your Organization for a Safe Re-Entry During COVID-19BizLibrary
As organizations contemplate options for re-entry, a lot of questions emerge. How can everyone remain safe? What if someone gets sick? When is the right time to go back? Should we even re-open the office? With companies like Twitter and Google opting for their employees to remain home for an extended period of time or even indefinitely, it can be hard to know what’s best for your organization.
While there is not a simple answer to these questions, during the webinar, Director of Learning Culture and Talent Development at BizLibrary, Libby Mullen, is going to explain one thing that all organizations must do to make this transition as smooth as possible. Organizations must consider both employees’ physical and mental health and safety when creating their plan for a successful re-entry into the workplace.
Join Libby as she discusses these important topics and more during the webinar!
· How to prepare for re-entry before anyone steps foot into the office
· Why employees’ mental health must be taken as seriously as physical health during this time of uncertainty
· Guidelines and precautions from the CDC on how to safely return to work
· Assessments to uncover what is the right move for your organization
How to Gain Leadership Buy-In for Your Training ProgramBizLibrary
Leadership support is critical to the success of a training program, but many HR and L&D departments are challenged in building that bridge and actually gaining the support that is necessary. In this session, Katie Miller from BizLibrary will look at why leadership buy-in is critical and introduce a 10-step program to make it happen.
Horizontal vs Vertical Career Pathing: How to Make Promotions WorkBizLibrary
Receiving a promotion is the epitome of an employee’s growth and success, but many companies are misusing promotions. As high performers reach their peak, they’re being promoted to managers solely based on performance. This type of career pathing is creating a domino effect in companies. The newly promoted managers often do not have the skillset to manage, therefore their employees become disengaged and your bottom line starts suffering more and more. How can we stop this domino effect from happening?
Join Tiffany Kummer from BizLibrary as she explains her strategy for career pathing using two different approaches, vertical and horizontal. Not everyone is meant to manage (or wants to), and that is okay. Tiffany will show you how you can still advance your high performers without putting them and your company in an unfavorable position.
What Makes a Great Employee Benefits Package?BizLibrary
With a new decade comes a new wave of employee benefits. According to SHRM, personalization of benefits packages is the #1 action companies need to take to win over this diverse and multi-generational workforce we live in. But, with the list of requested benefits growing, it can be difficult to know which benefits will have the biggest impact on your recruiting and retention efforts.
Join BizLibrary and BambooHR for a fireside chat-style webinar. During this webinar, you’ll get the opportunity to hear from two top HR experts as they discuss the evolution of benefits and which benefits are most popular, and give their advice on how to build a personalized benefits package that meets the demands of your top talent.
Key factors that have caused benefits to evolve, and the three most popular benefits today
How to make a personalized plan by combining traditional and non-traditional benefits
Strategies to create a benefits package that emulates your company culture
L&D's Role in Closing the Soft Skills GapBizLibrary
Organizations have tried all types of approaches to fill the soft skills gap. They’ve gone on hiring sprees, brought in consultants and even administered lengthy tests to candidates before hiring — but to little avail, as those gaps remain. What’s the next step? What are these organizations missing?
Training. Upskilling current employees is the most effective and cost-efficient way to bridge skill gaps and create an organization that’s ready for the future. But it doesn’t take just any kind of training.
Join us for this complimentary Training Industry webinar, sponsored by BizLibrary. Katie Miller will discuss the best training strategies to use when looking to close your employees’ soft skills gaps.
9 Characteristics of Top Employee Training ProgramsBizLibrary
The spotlight on organizations’ employee development opportunities continue to grow. When they feel the pressure, organizations look towards L&D and HR to create the perfect employee training program. But employee training is not effective in a one-size-fits-all approach. Organizations have unique challenges that must be addressed for their program to be successful.
There may not be one simple answer to building the perfect employee training program. But after working with training managers in various industries and situations, we’ve found nine characteristics that are consistently present in all the best ones.
Join us for this complimentary Training Industry webinar, sponsored by BizLibrary. Employee Development Analyst Katie Miller will explain how to build the nine predictive elements of a top program into your employee development strategy, creating a program that will help solve the unique challenges at your organization.
This interactive webinar will provide easy-to-understand insights on:
- How to find or become a champion for learning at your organization
- Building a training program that reaches learners at the right time and place, to increase utilization
- A step-by-step plan designed to master the nine elements and build a top training program
How to Develop High Potential Employees in Your Organization BizLibrary
Your people are your organization's most valuable asset; training and developing people for new positions and challenges is not only more cost effective than hiring new talent, but it also helps them stay engaged. The problem is that many organizations struggle to identify the best development strategies and career paths for their employees. And when employees — particularly high-potential employees — feel as if they don’t have the right growth opportunities in your organization, they’ll go looking elsewhere.
How to identify employees’ strengths, including those that are less visible
Strategies for developing high-potential employees
How to motivate and retain your people
How to Adopt a Servant Leadership Mindset at Your OrganizationBizLibrary
In most organizations, the leaders are the ones that hold the power. Their leadership style resembles one of a traditional hierarchy, where the leaders sit on a pedestal while making commands, have the control, and demand certain outcomes from their employees. Servant leaders are disrupting this traditional style of leading by putting the employees first, and research is finding that this disruption of the leadership status quo has many benefits.
Join Libby Powers from BizLibrary, as she explains the positive outcomes of leading from last. Adopting a servant leadership mindset will not only improve the leadership skills of the person who leads, but the whole organization will flourish with improvements in common business challenges like employee engagement and retention.
In this webinar, you’ll learn:
The qualities of a servant leader
How to transform command-control leadership into a serve-first mindset
Why companies need more servant leaders
4. How would you describe your employee
training and development?
5. How to maximize employee retention despite challenges.
Key training and development best practices that you can
implement to increase employee retention.
How to attract top talent.
What We Hope You’ll Take-Away
6. “The only thing worse than training employees
and losing them, is not training them and
keeping them.“
Zig Ziglar
7. 61%67%
Higher engagement levels*
Greater efficiencies*
30%
Lower turnover*
65% of employees say the quality of training and learning
opportunities positively influences their engagement.
Source: Learning’s Role in Employee Engagement, ATD
* Source: CIO Insight from Aerotek survey 2013
Benefits Of Employee Development
8. PAST PRESENT
THE EVOLUTION OF THE EMPLOYEE
9-5
WORK
Work Anytime
WORK
In a corporate office
WORK
anywhere
WORK
Company equipment
USE
Any device
USE
inputs
FOCUSED
On outputs
FOCUSED
9. The coporate ladder
CLIMB
Your own ladder
CREATE
Work
PRE-DEFINED
work
CUSTOMIZED
information
Hoards
information
SHARES
On email
RELIES
On colaboration
technologies
RELIES
On knowledge
FOCUSED
On adaptive learning
FOCUSED
Learning and teaching
CORPORATE
Learning and teaching
DEMOCRATIZED
10. "Employees of ALL ages, not just millennials, will no longer wait
for feedback that will help accelerate their 3 C’s – career,
compensation and contentment.
Offer CLEAR Career Paths, Learning Objectives, Expectations,
Accountabilities and Rewards. If you don’t, they’ll leave. There are
too many other options for them in the human capital
marketplace. Or even worse, they might stay.”
Bradword Wilkins, Vice President of HR, Altisource
The Biggest Disrupters in HR Are Speed and Simplicity, Forbes.com
11. 5 Training and Development
Best Practices to
Gain and Retain Your Employees
Develop the
leadership skills
of your managers
Clearly define
expectations
Ensure training
goals are aligned
with company
objectives
Deliver training
based on your
employees’
preferences
Recognize and
reward
13. "Nowhere in our formal education do we ever cover how to motivate
others, handle difficult situations, articulate a strategy, balance
competing expectations, or any of the other communication skills that sit at
the core of what leadership is.
And just as we got good at everything else we’re good at through time and
constant practice, we need to be doing the same with leadership skills. A
quality leadership education program will involve daily exercises in
verbal, nonverbal, and written communication.“
Jeff Havens, Speaker and Trainer
14. High Potential
Employees
New Managers And
Newly Promoted
Mid And Senior Level
Managers Technical And
Professional
Senior Directors And
Vice Presidents
Target Multiple Levels of Management
Supervisory and Team
Lead
Managing
Advanced Leadership
Executive Development
21. Set Clear Goals and Alignment
PROMOTE
Does the goal you are setting promote
goals you’ve set for the team and
organization as a whole?
MEASURE
Can you measure
it?
DIFFICULTY
Difficult, yet
attainable for the
employee?
GOALS
24. LEARNER
EXPECTATIONS
• Easy to use - intuitive
• Learning experience fits to delivery
mode
• Content is accessible no matter what
device I’m using
• Content is accessible in any location
or work environment
• Easy to find and easy to share
• Engaging
CONTENT
CHARACTERISTICS
• Delivery looks familiar to me and there
is video to watch
• Content is personalized to fit my
needs
• Mobile – must have, it’s not an option
• I choose when and how to access
content
• Social – shareable with friends and
colleagues and I can comment
• Short, relevant video
30. Training and Development Punch Card
Receive a punch for each course completion.
Receive 10 punches and enter to win a $100 gift card!
31. Social Learning
Network
• “Teller Round Table”
• Share ideas, questions, successes
and news
• New hires learn and discuss
specific topics
• Links to articles for discussion
• Subject matter experts as guest
moderators
32. 5 Training and Development
Best Practices to
Gain and Retain Your Employees
Develop the
leadership skills
of your managers
Clearly define
expectations
Ensure training
goals are aligned
with company
objectives
Deliver training
based on your
employees’
preferences
Recognize and
reward
34. Employee Engagement Essentials Video Series
Created by our producer partner “The
Jeff Havens Company,” this is a nine
part video series that has been designed
to supply that missing piece,
approaching leadership in a new way
that will make creating an engaged
workforce easier than ever before. And it
will do so with far more humor and
entertainment than your typical
leadership course. So if you want to
learn how to become a better leader,
create a more productive workforce, and
laugh the whole way through, then
you’ve come to the right place!
Employee Engagement
Essentials
35. Improving Your Workplace Communication
In this lesson, viewers will learn the
basic definition of communication and
come to realize that communication
attempts often go awry for various
reasons. Learners will also discover
solutions for common communication
mistakes at work and become familiar
with the 7 C’s of effective
communication. Ultimately, learners
should feel well-equipped to
communicate more effectively with
their coworkers, clients, customers,
and managers.
Improving Your Workplace
Communication
36. Let us know through the poll if you’d like a free demo of
BizLibrary’s online course collection.
www.bizlibrary.com/demo
Try out these video lessons
and more!
37. JOIN US ON
DIDN’T GET YOUR QUESTION ANSWERED?
Tune in on Friday at 1:30 pm CT
Chat with Katie about all things training and
get your questions answered!
38. Thank you for attending!
Katie Miller
Marketing Specialist
BizLibrary
Krista Brubaker
Marketing Content Strategist
BizLibrary
Editor's Notes
Hi everyone, and thanks for attending today’s webinar, Gain and Retain Top Talent!
My name’s Krista Brubaker, I’m the Content Marketing Strategist at BizLibrary, and presenting with us today is Katie Miller
As a Marketing Specialist with BizLibrary, Katie helps facilitate and create educational and engaging webinars geared towards Human Resources and Learning and Development professionals. She conducts research and works with subject matter experts to ensure the BizLibrary audience is receiving the most relevant and up-to-date content possible.
BizLibrary is dedicated to HR and learning professionals, focused on providing the best and most complete online training solutions. Our training content engages employees of all levels, and our learning technology is a dependable and progressive catalyst for achievement. Armed with our expert Client Success and Technical Support teams, clients are empowered to solve business challenges and impact change within their organizations. We make working with us easy and aspire to be your online learning partner. To learn more, visit us at bizlibrary.com!
Enough about us, we’d like to go ahead and get things started here. Katie, if you’re ready to go, we’re ready when you are!
How would you describe your employee training and development?
Ad-hoc at best
Somewhat structured based on current needs
Well-planned based on present and future needs
Second to none!
Something else – let us know in the questions box!
What we hope you'll take away
1. How to maximize employee retention despite challenges.
2. Key training and development best practices that you can implement to increase employee retention
3. How to attract top talent - which encompasses your values/brand reputation
Quote by Zig Ziglar – author, salesman and motivational speaker.
(READ QUOTE)
What does this quote mean to you? (type it in the questions box)
We all know that employee retention is a critical issue facing today's organizations as they compete for talent. According to Gallup’s State of American Workplace 2017 report, 51% of employees are actively looking for a new job or watching for openings. This means that half the workforce is currently searching for a new job- which tells us they are not satisfied with their current job. But why? What are companies doing or better question NOT doing? This all boils down to how companies choose to develop their employees.
( Source: Gallup, State of American Workplace 2017 - https://news.gallup.com/reports/199961/7.aspx?utm_source=gbj&utm_campaign=StateofAmericanWorkplace-Launch&utm_medium=copy&utm_content=20170412)
Let’s look at some of the biggest benefits of employee development:
When you have a strong employee development plan you have…
67% higher engagement levels (Source: CIO Insight from Aerotek survey 2013)
61% greater efficiencies (Source: CIO Insight from Aerotek survey 2013)
30% lower turnover (Source: CIO Insight from Aerotek survey 2013)
65% of employees say the quality of training and learning opportunities positively influences their engagement. (Source: Learning’s Role in Employee Engagement, ATD)
Reference the poll question:
So it looks like _% of you would describe your employee development in a positive way. Why is that? Let’s look at the evolution of the employee, and why today's society may make it more difficult to improve your employee retention.
Reference the poll:
At BizLibrary we categorize our customers challenges into 15 strategies..
Top 5 with BizLibrary clients strategies
Employee Retention
Employee Engagement
New Manager and Leadership
Multi-Generational Workforce
Skill Gaps
How can we fix these challenges?
These next two slides break down Jacob Morgan's book "The Future of Work: Attract New Talent, Build Better Leaders, and Create a Competitive Organization"
On the left it shows what employees did in the past and on the right it shows what employees will have or want in the future.
This chart can be broken down into three themes:
Flexible Working
Work Anywhere - remote working
50% of Actively disengaged employees & 28% of engaged employees would change jobs for the ability to work remotely full-time or part time
http://www.forbes.com/sites/jacobmorgan/2014/09/02/the-evolution-of-the-employee/
Can become a leader:
Gallup has discovered that 93% of millennials left their company the last time they changed roles. While their motivations for leaving may vary, some millennials might have switched companies because they believed they had little to no opportunity for growth.
Communication:
Hoards information vs. Shares information (Feedback)
Collaborative ideas
http://www.forbes.com/sites/jacobmorgan/2014/09/02/the-evolution-of-the-employee/
Feedback creates a large part of how communication has changed throughout the years, because employees of ALL ages, not just millennials, will no longer wait for feedback that will help accelerate their 3 C’s – career, compensation and contentment.
You need to offer CLEAR Career Paths, Learning Objectives, Expectations, Accountabilities and Rewards. If you don’t, they’ll leave. There are too many other options for them in the human capital marketplace. Or even worse, they might stay.
Bradford Wilkins: The Biggest Disrupters In HR Are Speed And Simplicity forbes.com
http://www.forbes.com/sites/danschawbel/2016/01/25/bradford-wilkins-the-biggest-disrupters-in-hr-are-speed-and-simplicity/#5284df63af0c
Again, this is another instance of where we see the idea of having an employee that stays but is not developed as worse than an employee that is developed and leaves.
This brings us to the 5 best practices of training and development for improving employee retention and gaining new employees.
Overview slide: 5 best practices with training and development to gain and retain your employees
Develop leadership skills of your managers
Clearly define expectations
Ensure training goals are aligned with company objectives
How to deliver training based on your employees’ preferences
Recognize and reward
1. Develop leadership skills of your managers
https://www.linkedin.com/pulse/three-reasons-your-current-leadership-training-totally-jeff-havens?trk=hb_ntf_MEGAPHONE_ARTICLE_POST
Focus on Leadership Daily
Nowhere in our formal education do we ever cover how to motivate others, handle difficult situations, articulate a strategy, balance competing expectations, or any of the other communication skills that sit at the core of what leadership is. And just as we got good at everything else we’re good at through time and constant practice, we need to be doing the same with leadership skills. A quality leadership education program will involve daily exercises in verbal, nonverbal, and written communication.
This quote, by Jeff Havens, can be summarized by saying that leadership training is NOT a one-time event, but instead it is a constant daily exercise. Unfortunately, probably most of the formal education that we experienced did not teach us how to be a “leader”. Many think that leadership is in inherent trait, but it can be gained and be learned and needs to be challenged in order for it to prosper.
Let’s look at the different levels of leadership.
Top organizations target multiple levels of management. Successful leadership development initiatives are broad and cover current and future senior level managers and executives, but these programs also provide development opportunities at lower levels, too.
The two most common groups targeted when beginning a new leadership development program are… top management and first-level supervisory positions.
Most organizations have only a few top executive positions, but they are critical to the organization's success. In terms of first-level managers, this is typically the largest target group because organizations have more front line supervisory positions than middle or senior management roles. As a result of normal turnover, this front-line group usually is often targeted because it requires the most new talent.
Another popular area targeted for leadership development recently are Technical or professional positions. Given the fluid nature of the market and job market for these highly valued professionals, organizations always need to be on the lookout for potential leaders for these areas and to work hard to develop and retain current talent in those roles.
Keep in mind that building and maintaining the organization’s bench strength is often the primary objective of your LDP and helps with employee retention.
One very important way to develop the Leadership skills of your managers, is to let them learn by doing.
Leadership theory can be interesting, even intellectually stimulating, but at the end of the day, theory is not of much value. We’ve found, and numerous studies over the decades have documented, leaders learn most of what they know about leading from leading. Not to minimize the importance of training, afterall we’re a training company! For example, it is important to know things such as “3 Keys to Delegating.” However, you and I REALLY learned about delegating after we applied those three keys. We should work diligently to provide more opportunities for leaders to lead as part of their development plan. How much of your development plan involves actual practice?
Today’s best leadership development programs emphasize learning by doing – particularly in building the skill set of mid-level and senior level leaders. Experiential learning includes rotational assignments, action learning, projects, and mentoring.
Rotational assignments allow an employee to experience a wide variety of lateral job positions by rotating or trading jobs with other employees. The employee already has basic knowledge or skills and only needs situational experience in a variety of job positions to obtain an increased ability to solve problems or learn more about the company. Job rotation is often necessary for promotion to a position that supervises those lateral job positions. Rotational Assignments a good method for providing feedback and appraisals for each function that an employee performs. This method requires that there is sufficient time for an employee to carry out each job rotation. There also has to be enough company flexibility to allow the employee to trade jobs with others. This method works well when there are several employees under development at the same time.
Consider rotating managers in your leadership development program among locations, departments and disciplines to gain knowledge, broaden skills and enhance professional growth for a predetermined amount of time. Rotational assignments create an accelerated learning experience that can broaden your leaders’ understanding of the organization’s structure, departmental processes, and strategic business objectives.
Another experiential learning method is action learning. Action learning projects or task force projects involve real-time group learning while solving an existing problem in the organization. This is a very effective learning method because the learner gets to do a real task or solve a real problem and then reflect on how it was done, even if done incorrectly.Action learning requires that a small group of four to ten people meet to participate in the training – providing an atmosphere where they can learn from each other. This method may be difficult to coordinate if employees have to travel far to participate in the group or if there are fewer than four employees involved in your leadership development initiative
Mentoring is also a great experiential tool for developing your leadership talent.
A mentoring relationship typically lasts for a relatively long period of time – so its important to select mentors very carefully. Mentoring works best when the employee respects each other. Compatibility is a must. A mentor can only handle a few employees at one time due to the time required. The mentor should be outside the employee's direct line of authority so the employee can feel free to discuss work issues. Also, ideally a mentor should be two levels above the employee for best effect
Let's move on to the second best practice, "set requirements and expectations."
2. Clearly define expectations
Only 38% of employees felt that their manager helped them set priorities (Gallup)
Three Elements that you want to look for to make sure that your employee performance is high:
Three Elements of Employee Performance
Achievement: Inspiring high performance starts with establishing clear expectations and goals. Employees need clear direction from their managers on what is expected of them, how much and when.
Accountability: After managers set expectations, they don't just walk away and hope for the best. They know the tasks and projects their employees are working on and hold them accountable for meeting expectations. They provide regular feedback on their performance.
Accessibility: To motivate achievement and accountability, the best managers are available whenever an employee needs support. They listen, and when an employee encounters a problem, they actively help him or her solve it. These managers are approachable and responsive.
(Gallup - https://news.gallup.com/businessjournal/186164/employees-don-know-expected-work.aspx)
In addition to the three elements, communication is a vital skill for all parties involved.
Communication is a soft skill that includes 50% listening. It can be written or verbal
Annual reviews vs. 1X1s:
"Having regular conversations without the formality of an annual review contributes to an atmosphere of confidence. Suddenly it's easier for both employee and manager to discuss concerns and do course correction." (Source: Inc. How to Communicate Employee Expectations Effectively - https://www.inc.com/guides/2010/08/how-to-communicate-employee-expectations-effectively.html)
Positivity:
"Coming at expectations from a positive standpoint make productivity soar" - Bill Baren
Positivity should not just be a skill that your managers or a certain department works on, positivity should reign throughout the company – through company culture.
Stress and pressure do not push employees to do more, in fact it is quite the opposite. It can cause health problems, increase in accidents, disengagement and lack of loyalty from your employees.
(https://hbr.org/2015/12/proof-that-positive-work-cultures-are-more-productive)
Expectations take many forms - Good managers realize that management has numerous levels of expectations, but all are built on a foundation of clarity and mutual understanding. Clear expectations reflect clear thinking.
At the highest level, management will have expectations ( Robert Half Management Resources found that roughly one third of CFOs felt their company's employees were unaware of their firm's strategic objectives.) about employees' understanding of a company's broad strategic goals and mission.
At an individual level, managers will have expectations - usually formalized employee performance objectives - that are ideally clear, measurable and mutually understood.
At a more informal level, managers will have day-to-day expectations about employee behavior, collaboration and culture - the ways in which team members should interact with another.
But no matter the level, clarity is king.
(Forbes - https://www.forbes.com/sites/victorlipman/2016/01/21/the-best-managers-always-set-clear-expectations/#a4d83d1355f2)
3. Ensure training goals are aligned with company objectives
Alignment of your learning program to business objectives is fundamental. Alignment helps to set goals and serves as a guide to build your marketing plan. Through alignment, you will be able to identify target markets and create key messaging that connects the learner to the purpose of learning. This is also referred to as building a “what’s in it for me” (WIIFM) message.
As you begin to align your program to business objectives and establishing goals, consider key company initiatives that are underway. From there, identify the business stakeholders for those initiatives to help define performance expectations and then you, as a training or HR professional, can translate performance criteria to a set of skills. With the competencies and skills in place, the proper learning solutions can be aligned and marketed to the user population.
Once you’ve identified at least one key alignment to a business objective or initiative, you will then know where to begin to develop a marketing plan and create a targeted marketing approach to promote your program. When you tie your program to business initiatives, it provides context for the learner and also provides you with clear ways to promote and market the program.
Alignment with organizational goals is the single most fundamental element of every learning strategy.
What’s needed today is a sharper focus and clarity of thinking on the specific way our employee learning efforts align with and support organizational goals.
Linking of organizational goals with the employees' personal goals requires common understanding of purposes and goals of the organization, and consistency between every objective and plan right down to the incentive offers
Sometimes, the hardest part of setting goals is deciding WHAT the goals will be.
Here are some ways to ensure you are setting wise goals:
Does the goal you are setting promote goals you’ve set for the organization as a whole? Does the goal you are setting promote goals you’ve set for the team as a whole?
Is the goal difficult, yet attainable for the employee?
Can you measure whether the employee is one track to attain the goal?
So – broadly, speaking:
DO
Set specific, difficult goals with tight deadlines.
Let everyone know what your goals are.
Use the SMART (Specific, Measurable, Achievable, Relevant and Timely) test only to check whether goals are well written, not to determine whether they’re wise.
DON’T
Be too concerned whether the goal is employee-set or boss-imposed.
Assign percentage weights to goals.
Set goals that encourage unwise risk taking or inappropriate behaviors
Let's look at the fourth best practice.
4. Deliver training based on your employees’ preferences
Millennials are more into training and personal development then the previous workforce, so if you want to attract top talent – engaging training is the answer.
Gallup's report, How Millennials Want to Work and Live, reveals that 59% of millennials say opportunities to learn and grow are extremely important to them when applying for a job. Comparatively, 44% of Gen Xers and 41% of baby boomers say the same about these types of opportunities.
Photo - https://me.me/i/you-make-your-own-luck-ou-make-it-in-training-5967662
Source: https://news.gallup.com/businessjournal/193274/millennials-jobs-development-opportunities.aspx
Top three challenges companies face with training their workforces today:
1. Training takes too long
employees and employers don't have the time or money to offer hour long trainings, that act as a check box and don't have much value
*Microlearning
Not just great because we live in a "google" society where we can get answers quick and easy, but there is science behind the benefits of microlearning
"Cognitive load is an information dam in the brain. There’s only so much mental bandwidth available before the working memory needs a break and checks out. Focusing on training for too long reduces the amount of information that successfully gets coded to memory, and results in wasted time and effort.“
Microlearning breaks down training into smaller "chunks" (about 4-7 mins in length) that are a part of a larger course.
2. Employees aren't engaged in training
The Work Institute found that top reason given by employees for leaving their jobs was: career development (22%) - http://info.workinstitute.com/retentionreport2017
*on demand training
Self-directed learning (again the “google” society) we are looking for content that is available in the moment of need
High quality video training (keeping the training fresh and up to date) – not looking to watch a video with a woman with big hair and blue eyeshadow.
*Gamification
51% of learners were more motivated when training was presented as a game.
33 fewer accidents when a location used gamification for safety and compliance training
*mobile
Ability to access it anywhere and anytime
In a study performed with U.S. Department of Defense training, learners participated in a mandatory course using mobile delivery, and 70% reported preferring the mobile version to the desktop/laptop version of the course.
On-demand training that utilizes high quality, video-based microlearning with gamification techniques will drastically increase your employees’ engagement in continuous learning.
And the third challenge….
3. The majority of training is forgotten the next day
We need to help the learner transfer information from short-term knowledge to long-term memory. But the problem is that after 24 hours we can forget to about 70% of our training and after 3 days, 90% of the training has been completely forgotten.
So what can we do to increase our learning retention?
What happens AFTER TRAINING is MORE IMPORTANT than what happens DURING.
Reinforcements = boosts (quizzes, forms, surveys, polls, multiple-choice, short answer or reflection)
The time in between boosts matters, too – spacing them out, rather than cramming everything into a short time period, helps improve long-term memory
Difficulty of the questions is important too – you want to make the learners think. If they get the question wrong, they will see the correct question and that will help in retaining the knowledge.
Your learners’ preferences and needs will change, just as they’ve changed over previous years. The most effective training programs continually evaluate what’s best for their employees because ultimately, it’s about their development.
Example of a company providing training for their employees
A company shared a great idea for getting their call center employees to work on training. The biggest challenge with this group is they are constantly taking incoming calls, and it’s close to impossible to get this group to do any sort of training while on the clock.
They have come up with this “Tag Training” idea where one call center employee is off the phone for 5-10 minutes to do a short training video. Once they complete their course, they “tag” their cube neighbor, and it is their turn to take the same training course, while the 1st employee gets back on the phones. They carry the tag game through until all call center employees have gone through the course. It’s something that employees get excited about, because it gives them a development opportunity, the courses are entertaining (think cutting edge communications, etc.), and it has little impact on their service levels.
They are going to expand on this program by giving all the employees the same questions to prompt conversation with their neighbors. This is something they want to run weekly, and it gives employees something to look forward to.
What ideas can you come up with to make training engaging and achievable for your employees?
5. Recognize and reward
3 in 10 employees strongly agree that in the last seven days they have received recognition or praise
Employees who do not feel adequately recognized are twice as likely as those who do feel adequately recognized to say they'll quit in the next year. (source: Gallup – State of American workplace)
Continuous Encouragement - Participants can quickly lose motivation by feeling “lost in cyberspace.” Email and other communications are great, cheap, and easy ways to encourage your online learners. Knowing that a real person is watching out for you helps humanize the online environment, and motivates participants to stay engaged.
Coaching available – 1x1s, mentoring
Acknowledge participation
Reward positive behavior
Celebrate success
Align reward with business goals
Discussion boards
Example of a reward for training and development:
For rewards and recognition we have one example where they have a punch card and after an employee receives 10 punches they are eligible to be entered for a prize (usually $100 gift card). For each punch after they 10 they are eligible to enter their name again. They also recognize the employee in each of their locations for most courses viewed and they receive a gift card as well.
***Asked on community***
Contest ( frequency in courses is manageable for the employees (3-10 over a month then the name gets entered into a contest))
Gift cards/ company swag
Department parties
Interview top learners/ recognize top learners in newsletter
Post monthly success stories
Create challenge groups within departments (If you can create a challenge group for FitBit, then you can create a group for learning)
Get learner ideas – get course ideas from learners about what the company can benefit from.
BizLibrary Bravos
Intranet – Community (collaboration)
Skype – for remote workers
Lunch and learns
Wrap up slide:
Overview slide: 5 best practices with training and development to gain and retain your employees
Develop leadership skills of your managers
Clearly define expectations
Ensure training goals are aligned with company objectives
How to deliver training based on your employees’ preferences
Recognize and reward
Okay everyone, go ahead keep sending those questions over. While you’re doing that, I’ll go ahead and share some of our recommended resources with you from the BizLibrary Collection.
Our first resource is the Employee Engagement Essentials video series.
Created by our producer partner “The Jeff Havens Company,” this is a nine part video series that has been designed to supply that missing piece, approaching leadership in a new way that will make creating an engaged workforce easier than ever before. And it will do so with far more humor and entertainment than your typical leadership course. So if you want to learn how to become a better leader, create a more productive workforce, and laugh the whole way through, then you’ve come to the right place!
This is available in the BizLibrary Collection.
Our second resource is a video lesson on Improving Your Workplace Communication.
In this lesson, viewers will learn the basic definition of communication and come to realize that communication attempts often go awry for various reasons. Learners will also discover solutions for common communication mistakes at work and become familiar with the 7 C’s of effective communication. Ultimately, learners should feel well-equipped to communicate more effectively with their coworkers, clients, customers, and managers.
Again, these resources are available in the BizLibrary Collection.
You can try out these video lessons and courses by scheduling a demo with BizLibrary – we'll have a poll up here so you can let us know right there if you'd like to see a demo of The BizLibrary Collection.
So Hester if you could put that poll up, we'll go ahead and get to some Q&A! Looks like we’ve had several questions come in, so Katie, are you ready to take some questions?
LINK IN THE QUESTIONS BOX - Link to BizLibrary Demo - https://bit.ly/2LRmMKt
__________________________________________________
COPY IN QUESTIONS
My company doesn't invest much in leadership development besides for those that are already in leadership positions. What are some reasons I can use to help them see we should be using leadership training for high potentials and new managers too?
What are some ways we can recognize high potential behaviors in a way that will motivate and engage other team members in their own development?
Do you have examples for training for small companies?
SEED QUESTIONS!
My company has recently experienced heavy turnover and I think one of the reasons why is that our executives don’t spend time on training employees. What would you suggest to convince the executives that training is important?
- Executives like to see the numbers. You can calculate your ROI on training, show statistics on how it can help reduce turnover and improve company culture. Make sure you have a clear presentation, use resources like the ones from the BizLibrary resource page to help build your presentation.
We would like to set up a mentorship program, what are some tips?
- Mentoring must be seen as a respectful "friendship". Not the person's supervisory or in direct line. Have something in common. Can be the person that they look for just regularly office advice.
What are the benefits of doing weekly 1x1s vs. annual reviews?
Instant gratification society. Can talk about things when it is happening, help to eliminate small problems.
What are some ways that you can give high potentials opportunities to show if they are a good leader or not?
Set up department groups, host lunch and learns – give them opportunities (Let them learn and prove themselves by doing)
If you didn’t get your question answered, join us on Friday! Katie will answer all of your questions about learning and application. We would love it if you would tune in to the BizLibrary Facebook page at 1:30 pm Central time.
So we want to give a big thank you to Katie for presenting with us today and thank you to HR.com for hosting us – I'm going to pass things back over to Hester to wrap us up!