3 quick and easy ways managers can support learning
LinkedIn Learning recently published a workplace learning report for 2018 after surveying 4000 professionals globally in order to provide a holistic view of modern workplace learning. One of the key findings that caught my attention was the following:
Manager involvement is a critical ingredient to increase employee engagement with learning.” –LinkedIn, 2018
According to the report, 56% of employees surveyed said they would spend more time learning if their manager asked them to complete a specific course to gain or improve their skills. Additionally, internal talent developers cited “increased manager involvement” as the No. 2 challenge they face while using learning interventions to improve business, culture and client experiences.
Getting managers more involved in employee learning is not the only way to increase learner engagement, but data continues to show it will likely make a significant impact.
While not revolutionary, our continued research at Advantage Performance Group with thousands of learning experiences and journeys across all types of organizations around the world supports a very straightforward model of 3 steps to drive business results through learning.
Most importantly, and aligned with the recent LinkedIn Learning report, we know managers are the lynch pin to creating the focus and intentionality as well as delivering the follow-up coaching and support needed to drive meaningful business results from learning. And we have found that if it is easy for managers to fulfill this important role, they will more likely make the time to do it.
Here are 3 quick and easy ways a manager can create focus and provide support for learning initiatives:
- Before your employee takes part in a learning intervention, have a quick chat about what they are going to learn and why it is important to the business.
- Put a date on your calendar for a follow-up discussion when they complete the learning. Don’t be afraid to set clear expectations even before the learning event as to how you expect them to apply newly learned skills or change behaviors after.
- After your employee completes the learning, ask them these 4 questions:
- How have you been using this training/learning?
- What success are you finding?
- What obstacles are you facing?
- What support do you need from me to be even more successful?
Get the Leader's Playbook – your key to great results
To explore more opportunities to create results via your team’s upcoming learning initiatives, and to avoid common traps, download our Leader’s Playbook: Drive Business Results through Learning:
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