Training Industry Magazine - July/August 2017 - 24


In the past, and perhaps
even still, at some
organizations, learning
is designed to push
the agenda of HR or
compliance. That typically
means instructor-led
classes in a formal setting,
an e-learning course on
an unappealing topic, or
training on a new tool.

But, if we take a step back and look
at how these methods and themes
compare to what our learners actually
want, and how they naturally behave in
2017, there is likely a disconnect.
How do I know? We asked the workforce
of numerous organizations what and
how they are learning for work. We
heard back from people at varying levels
of expertise and hierarchy - 512 of them,
to be exact.
We learned a lot. Employees follow the
path of least resistance, and gravitate
toward solutions that are quick and easy.
As a result, informal options (social and
on-demand learning) account for the
bulk of employees' development. Just
how much? Nearly 50 percent of people
told us they search the internet, and 43
percent browse specific resources online
when they need to learn something new
for work.
That's not to say that formal is obsolete,
because 70 percent told us they take
live, virtual or e-learning courses at least
once a year.
What all of this tells us is that people are
progressing every day, from a variety
of sources. And they want to grow;
75 percent invested their own money

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(an average of $339) in career-related
development over the last 12 months.
The most effective learning leaders
are recognizing that they need
both formal training and informal
learning experiences, and that giving
people an environment built around
their needs as a learner will drive more
learning activity.
Facilitating a continuous learning
environment has benefits greater than
just the L&D team. Xilinx found that
when learning was exciting and easy to
obtain, employees were more engaged
and productive - a metric even other
businesses could get behind.
It might come as a surprise, but
employee engagement is nearly as
important as the bottom line. Research
from Gallup tied engaged employees to
better customer ratings, productivity,
sales and higher profitability. But only
13 percent of employees worldwide are
engaged at work.
This means lots of waste. We know
creating learning is time-consuming
and expensive. When 87 percent of your
learner's aren't engaged, wasted time,
money and effort add up fast - to the
tune of more than $24 million a year

Table of Contents for the Digital Edition of Training Industry Magazine - July/August 2017