Posts tagged Employee Engagement
How Personalized Learning Drives Performance Improvement/Engagement @ ISPI

Please join us for a "How Personalized Learning Drives Performance Improvement/Engagement” at the ISPI 2018 Annual Conference on April 8 at 9:45 in Seattle with Dr. David Livingston, the Executive Director of the Health Plan Institute of Kaiser Permanente, and Jacqueline Warner, Director of Learning & Performance.


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News / Events / Blog Posts | SkillDirector
How do we motivate employees to take charge of their development? How do we hold them accountable?

(Question posted by participants in recent webinars)

This is an easy one.  Stop doing it FOR them.  Stop doing learning TO them. Stop dragging people to what YOU think they should do.  They then have 2 choices:  own their development, focusing on what they want and need, with the tools they have for doing it.  Or get passed by for promotions, and maybe even keeping the job, if they don’t have the skills (which are probably changing) and keep up. If they don’t do it, someone else will.  They either want to grow, or they don’t.

You can’t change the motivation of a complacent employee.  Only they can do that.  But if everyone around you becomes more engaged and learning new things, and having better conversations with their manager, and getting new challenges or even new positions, and you’re not… well, maybe that will change their intrinsic motivation. 

If they are close to retirement, and they lack the motivation to learn something new, make them a lead player in knowledge transfer and in being a task-based mentor to others.  Have others shadow them.

Another technique is to embed development into everyday work.  If the only things you offer are formal learning, including eLearning, you’re going to lose a lot of people who don’t respond to it.  Workflow and social learning are two of the ways millennials happen to learn best.  When I say workflow or experiential, these are job aids, check lists, skill practices (which we think work great), and performance support.  In other words, “help me learn while I’m doing the thing I need to do.“

News / Events / Blog Posts | SkillDirector
How do you get stakeholders to agree to use competency models?

(Question posted by participants in recent webinars)

To get stakeholders to agree to use competency models, you need them to tell the story of skill gaps and engagement.  Today, it would be hard for a leader not to recognize that both are challenges they face.  Competency models can fix both. 

In order to know what gaps exist and to be able to measure improvement, you need a baseline.  A competency model will give that to you.

You’ll need to provide them with data.  In a recent ATD webinar (Why employees taking charge of their learning is good for you), we provided a lot of data points that can drive the point home.  There is a new social contract between employees and employers that competency models support, and which drive development and career planning – the key to acquisition and retention.  We also have 3 white papers that point to competency models being a logical solution to a problem they know they have.  (Overcoming Learning Disengagement, Why Employees Taking Charge Is Good For You, and A Competency Model Is The Roadmap To Greatness).

We recommend starting with a business unit or a department that is culturally accepting of this approach, and then leverage that success.  Compare the data points (from the above sources) with your own attrition rates, exit interview results, and engagement surveys.  The most commonly heard conclusion from that aggregated data is, “if we don’t start focusing more on development, people are going to leave.”  When you compare the cost of replacing people, the impact on creativity and innovation, and what turnover does to competitive advantage, you can’t afford not to try something different.


News / Events / Blog Posts | SkillDirector
Why Employees Taking Charge Is Good For You

Following the ATD webinar by the same name, we've got a new white paper you can download with all the research.  

It shows that today’s employees have expectations for self-directed learning, ongoing development, and rapid career growth.  It explains the impact of the new social contract between employees and employers on Learning and Development (L&D) organizations.

Specifically, it addresses: 

  • Why it is good for the employees and good for L&D when employees take control of their own development
  • The challenges that limit an employee’s ability to own their development
  • How L&D can create an environment that overcomes these challenges

Download it now.


News / Events / Blog Posts | SkillDirector
Why Employees Taking Charge Of Their Learning Is Good For You

I hear the same thing over and over again. “Our last few engagement studies have all identified the same thing – if we don’t start focusing more on development, people are going to leave.” 

Never has this been truer.  The social contract between employers and employees has changed.  No longer do employees expect a paycheck and lifetime employment.  They expect an engaging workplace, where they can own their development through self-directed learning, and the ability to control career growth and opportunities.

“Research clearly shows that when employees feel empowered and have a sense of ownership for their jobs, their engagement is significantly higher. “ (Bersin, Deloitte Global Human Capital Trends 2016)  And engagement is a key metric for predicting organizational success.

What’s more, according to the same Deloitte study, employees expect dynamic, self-directed, continuous learning opportunities from their employers. And yet, many learning and development organizations are still struggling with traditional learning approaches and systems that think of learning and development as something you do “to” employees.

More progressive organizations are leaning into this trend.  Great managers think of their roles as developing people first – and that corporate objectives are achieved through this development, not by resisting it.  I’m always astonished when I hear managers say, “I simply don’t have time to develop my team.”  What do they think their job is?

So how do you lean into this trend? 

  • Stop tracking completions
  • Stop dragging people to what you think they should do
  • Start focusing on what they need and want
  • Become a provider of tools and best practices
  • Promote learning as a continuous process, rather than an event

As a result, you will create pull vs. push.  You will empower the very dynamic that people want – to own their development.  And when they want to do that, and they actively take steps to do so, your goal, developing and retaining talent, will be met.  And that’s why it’s good for you.

Want to learn how to lean into this trend? 

Check out the webinar “Why Employees Taking Charge Of Their Development Is Good For You”, July 14, 2016 at 1pm Eastern time.


Also at


News / Events / Blog Posts | SkillDirector
Are Your Learners Engaged?

Two daunting trends -- the increasing skills gap and the lack of employee engagement -- are affecting the perception of Learning & Development (L&D) in organizations. Employees, managers, and executives are becoming increasingly disengaged from the L&D department and its offerings. It's time to turn it around! See what happens when you connect competency models to skills and career development with personalized learning. 

Join us for a free webinar from InSync Training on how to overcome the learning and development engagement problem.

WEBINAR:  April 5, from 1 - 2 pm US Eastern Time

You’ll learn: 

  • The three primary contributors to learning disengagement and why the existing approaches may make the problem worse
  • A new approach (that employees embrace!) to drive learning engagement
  • 3 steps to implement personalized learning in your organization

Register here!




News / Events / Blog Posts | SkillDirector