7 Tips To Cultivate A Proactive, Self-Starter Corporate eLearning Culture
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How To Cultivate A Proactive, Self-Starter Learning Culture

Your employees should be able to pursue their goals and hone their talents outside of the structured training environment. A learning culture gives them the power to fill skill gaps and improve on-the-job performance whenever it’s most convenient. However, you must still encourage them to take the initiative and seek out self-paced learning experiences on their own. How can you cultivate a proactive learning culture that invites employees to achieve success on their own terms?

1. Develop Personalized Online Training Paths In Your Learning Culture

Personalized online training paths lay the foundation for self-paced learning. Employees can choose online training resources that are meaningful to them and their goals. They’re also able to complete the online training activities more quickly if they have more experience with the subject matter instead of having to wait for their peers to catch up before moving onto the next online training module or activity. The secret is to develop personalized online training paths that bridge individual performance gaps based on job position, department, or background. For example, employees who have been in their role for many years shouldn’t have to backtrack to the basics. Just as new hires should have the opportunity to expand their skills on the fast track.

2. Provide A Microlearning Just-In-Time Online Training Library

Microlearning online training resources impart brief bursts of information so that employees can address their performance issues and move on. For example, they’re handling a customer complaint and need to refresh their company policy knowledge. A 2-minute online training tutorial, infographic, or tip sheet can help them improve customer satisfaction right away, instead of having to tell the customer that they need to wait while they consult with a manager or supervisor. They also have the chance to cross-train and hone skills that aren’t directly related to their job duties. For instance, an HR employee aspires to become a manager. As such, they use the microlearning online training library to develop related talents and topics that pertain to policies and team leadership.

3. Launch Optional Upskilling Certification Programs

The term ‘mandatory’ is a powerful demotivator. People don’t like to feel like they’re being forced to train or broaden their knowledge even if they are aware of the benefits it brings to their on-the-job productivity. However, you can create optional upskilling certification online training courses to encourage employees to develop their talents autonomously. They can feature a variety of online training courses, ranging from communication skills to problem-solving abilities. Be sure to include a brief explanation of the prerequisites and perks. For example, this certification online training course is intended for employees with some managerial experience and can help them improve leadership abilities in a learning culture.

4. Start A Social Media Group For Peer-Based Support

Even the most motivated self-starters need guidance from time to time. A social media group can offer them peer-based support when and where they need it. For instance, an employee is struggling to complete an online training simulation. They can access the social media group, looking for pointers and sage advice from their more experienced peers. Employees can also use social media groups to post links to helpful online training resources and share feedback.

5. Create Personalized Online Training Contracts

Personalized online training contracts hold employees accountable but still give them the chance to pursue their own goals and interests. They also allow corporate learners to set a schedule that works best for them and offer greater flexibility. These online training contracts outline available resources, expected completion dates, and learning objectives. Employees are able to work hand in hand with their online instructors or managers to develop terms which accommodate their needs. For example, they must achieve a specific goal within a 2-month time window. However, the online training resources they utilize and when they complete each online training activity is completely up to them. There are also consequences in a learning culture for not fulfilling their end of the bargain.

6. Let Employees Set Their Own Performance Management Milestones

Employees must be aware that they’re in charge of the online training process if you want to foster a proactive learning culture. They’re more likely to develop their talents without being prompted when they have control. Encourage employees to set their own performance management milestones based on their past performance and gaps. For example, a member of your sales team wants to hit a specific sales target and customer satisfaction rating in a 6-month time frame. They should have the opportunity to set personal milestones that allow them to achieve this long-term goal in a more manageable way, such as improving their satisfaction score by 5% this month. Encourage them to develop measurable short-term goals so that they can gauge their progress more accurately.

7. Encourage Employees To Share eLearning Feedback Early And Often

The issue with many online training programs is a lack of communication. Organizations are deploying online training resources and expecting employees to complete them on time instead of asking for employee input and welcoming feedback. A successful learning culture involves mutual respect and an open-door policy when it comes to voicing concerns. You cannot force employees to become self-starters who seize every opportunity to grow and broaden their knowledge base. You must make them aware that they’re in the driver’s seat. And their personal development hinges on their motivation, drive, and determination. Encourage them to share their opinions through surveys, polls, and questionnaires. Live online training events are another great way to create a two-way dialogue that values everyone’s thoughts and ideas.

Creating a learning culture that nurtures individual talents and achieves the desired outcomes requires balance. You must ensure that employees have the support they need to accomplish their goals, but still give them room to grow and pursue their own passions autonomously. Use these 7 tips to develop a self-starter learning culture that gets everyone actively involved and dedicated to lifelong learning.

Is a learning culture really that important? Read the article 7 Reasons Why Your Organization Needs A Strong Corporate eLearning Culture to discover 7 reasons for building a strong learning culture to boost the morale of your employees and improve your corporate eLearning ROI.

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