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Client Conversations: Insights into the State of Employee Development

Client Conversations: Managing “What’s In It For Me?”

Motivating employees to embrace learning & development opportunities at a time of increasing disengagement is no small task (see the ConferenceBoard report “U.S. Job Satisfaction at Lowest Level in Two Decades”).  It requires a purposeful acknowledgement of the “what’s in it for me” factor behind employee motivation.  We culled the following approaches to this dynamic in recent conversation with clients:

1.)    People want to be part of delivering great results

2.)    Ongoing development paves the way for future opportunities

3.)    Local recognition is motivating

Read the complete post here: http://www.novations.com/blog/?p=177

 

Client Conversations:  What Employee Development Programs Look Like Today

For the past 15 months the Learning & Development professionals we work with at Global Novations have had the unenviable task of balancing the reduction in formal learning investments with the need to continue increasing the capabilities and contribution of reduced workforces.  What resulted are some valuable lessons-learned that will shape how we manage employee development moving forward.

Employees own their own development: This was a consistent theme from clients; the pervasive belief that development may still be a shared responsibility, but employees are responsible for owning and driving the process.

Lateral movement: increasing contribution doesn’t mean changing roles: Too many employees and managers operate with an outdated belief that you need to move “up” the ladder with a formal role change in order to increase your contribution to the company.  This belief-system is at odds with the current trend of organizational flattening

Development on the job: As most industry indicators continue to signal a steady reduction in formal training investments, client organizations continue to embrace the “development on the job” approach; leveraging carefully selected “stretch” job assignments, job shadowing, and job-sharing as formal learning opportunities.

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Client Conversations: Managing “What’s In It For Me?”

Motivating employees to embrace learning & development opportunities at a time of increasing disengagement is no small task (see the ConferenceBoard report “U.S. Job Satisfaction at Lowest Level in Two Decades”).  It requires a purposeful acknowledgement of the “what’s in it for me” factor behind employee motivation.  We culled the following approaches to this dynamic in recent conversation with clients:

1.)    People want to be part of delivering great results

2.)    Ongoing development paves the way for future opportunities

3.)    Local recognition is motivating

Read the complete post here: http://www.novations.com/blog/?p=177

 

Client Conversations:  What Employee Development Programs Look Like Today

For the past 15 months the Learning & Development professionals we work with at Global Novations have had the unenviable task of balancing the reduction in formal learning investments with the need to continue increasing the capabilities and contribution of reduced workforces.  What resulted are some valuable lessons-learned that will shape how we manage employee development moving forward.

Employees own their own development: This was a consistent theme from clients; the pervasive belief that development may still be a shared responsibility, but employees are responsible for owning and driving the process.

Lateral movement: increasing contribution doesn’t mean changing roles: Too many employees and managers operate with an outdated belief that you need to move “up” the ladder with a formal role change in order to increase your contribution to the company.  This belief-system is at odds with the current trend of organizational flattening

Development on the job: As most industry indicators continue to signal a steady reduction in formal training investments, client organizations continue to embrace the “development on the job” approach; leveraging carefully selected “stretch” job assignments, job shadowing, and job-sharing as formal learning opportunities.

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Over the past few months we have been checking-in with Global Novations’ clients regarding the current state of their employee development programs. So many aspects of the workforce have been impacted by the recent economic headwinds and we wanted to hear directly from clients about how they were affected. The following two posts were an outcome of those conversations, originally published on the ViewPoint blog: http://www.novations.com/blog/
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