Learn how a California-based workforce solutions firm is making learning and training mobile and streamlined.
What Does Soprema Use For Online Employee Learning
Ever wonder what keeps employees engaged with their jobs? Seemingly simple tip: Learn and train often to meet ever-changing technology needs and expectations. If your business has more than ten employees, you should be able to squeeze in time to meet these needs every week or every other day.
But what are you doing to keep your employees learning and participating regularly, too?
First, you have to identify what you’re lacking in terms of skills or knowledge—and then you’ll need to develop that and then share it. It’s very important that you keep up with the times and technologies that keep employees engaged, motivated, and up to date.
“Very often the absolute most important factor in maintaining or escalating employee engagement is the organization’s degree of commitment to employee learning and training,” said Rich Rowe, executive director of the Insight Center for Community Economic Development (ICED). “The fact that a company makes annual reports and spend significant amounts of money on training shows that it understands the importance of this.”
Employee engagement in job roles is increasing, especially among Millennials, who are much more likely to say that training plays a role in job satisfaction, according to research. Most businesses value what Rowe called “workplace learning strategies” because they align with Millennial values of self-determination, learning outside of the office, and a desire to explore aspects of the business beyond that of the workplace. But workers are also often more open to learning outside of the office as long as the time and effort is worth it, Rowe said.
“I would argue that the mandate for training beyond the company walls is also on the rise, but the way and where we educate our people has changed and is changing even more rapidly now that it’s become far easier to work in the virtual world,” Rowe said. “When it comes to providing productive and meaningful training, employers don’t have all the control anymore. An employee’s skills matter more than ever.”
Workers also like the flexibility and autonomy that virtual workplaces provide, Rowe said.
“In a virtual setting, employees may not necessarily be tethered to the office during the morning hours, but they do have a monthly structure. Not only do employees have a chance to stretch beyond their comfort zones and be more creative, but they can be a part of a bigger task and set of projects—all without a set work schedule,” Rowe said.
Another benefit of virtual workplaces is that employees can work from anywhere, making it possible to remain engaged even if a natural home is not around. One survey of Millennial workers found that 35 percent of survey respondents had no family to go home to at night, leaving a potential gap for leisure time that can cause levels of burnout. Virtual locations can fill in some of those gaps.
Another benefit of virtual workplace work is the “offline” benefits. “Offices are often a place of civic participation. Children learn to read in the classroom and take field trips to museums, libraries, or historic sites, as well as to go to hospitals and medical clinics to participate in free health screenings,” Rowe said. “Everyone wants that as part of their work experience.”
And in this era of rapidly changing technology, employees can work from home or from another location for vacations and business trips that are once unheard of.
“Companies are grappling with how to facilitate employees’ benefits of being able to work from anywhere—for work or leisure—thanks to advances in transportation and communication technologies,” Rowe said. “Virtual work is a reflection of how people want to work now.”