It may not always seem like it, but employees really do want to learn and grow at work. In fact, nearly three-quarters of employees feel that lack of training is the biggest hurdle that stands in the way of achieving their full potential at work. A recent study by LinkedIn on workplace learning showed that most employees simply don’t feel like they have the time for learning. And if employees aren’t finding the time to learn, then learning and development (L&D) programmes aren’t going to be as successful as they could be. That’s why today more and more L&D leaders have made it a top priority to help their employees make time for learning. Of course, simply adding hours to the workday isn’t exactly an option, and typically, neither is removing responsibilities from each employee’s already-heavy workload. So how can L&D strategies change to help employees find more time to learn?
Get managers more involved in training and development
More than half (56 per cent) of employees surveyed by LinkedIn say that they would spend more time learning if their manager directed them to complete a specific course to gain or improve their skills. That means that the easiest way to get employees to spend more time learning is to get their managers involved.
While your people may already be motivated to make a change, often it’s that extra nudge or reminder from a manager that ensures learning doesn’t get pushed aside (or simply forgotten) in lieu of other projects. Managers will have the best understanding of individual employee goals and activity levels, which puts them in a unique position to help set long-term goals and help learners find moments here and there that they can safely spend learning new skills.
Design learning ecosystems that support ‘just in time’ learning
Your people are busier than ever. That means your learning resources need to be both available and easy to find, either for when employees do make time for training or for all those unplanned moments when they realise they need specific training-related information. That means that organisations are working harder than ever to build flexible learning ecosystems that support just-in-time learning that can be accessed from anywhere, on any device.
Why you need a video platform for ‘just in time’ learning
A video platform simplifies using video for learning, making it possible for anyone with the right permissions inside an organisation to record, edit, share, and search video knowledge resources. And by integrating a video platform into your other learning systems, you ensure your entire video library can be accessed where your people already go to get and share information.
Here are a few ways a video platform helps you help your employees find and make more time for learning:
- Easy-to-use recording and editing tools make it possible for anyone in your organisation to capture and share knowledge in minutes
- Automatic video processing and optimised streaming enable employees to watch videos from anywhere, on any device
- A secure, searchable video library makes it easy to discover existing learning resources instantly
- Detailed video analytics can help you evaluate and improve learning resources over time
- Out of the box integrations and developer APIs make it possible to make video a part of the business systems your employees already use
In Panopto's white paper, 14 ways to use video for formal and informal learning, we help L&D practitioners make the business case for doing more with video. In it, you’ll learn about the five benefits that help convince your decision makers to use video in more ways for L&D, 14 ideas for supporting and scaling formal and informal learning with video, and one technology — the video platform — that simplifies the use of video for learning. Download your free copy.