Realizing Learning ROI Begins with Treating Learners Well

Recently, LinkedIn released its 2017 Workplace Learning Report featuring some interesting statistics about learning and development challenges in the workplace. The report presents compelling conclusions drawn from a survey of business leaders across the country, and one thing remains clear: the employee experience needs to be improved.

Learner experience is still lacking

While it’s listed as the fourth workplace learning trend for 2017, helping learners see the value of their own development is a goal that can have a cascading effect on behavior and performance. From the report:

With the influx of technology in the workplace, modern learners are demanding more modern formats for learning. Yet, our data shows that the number one method for training today is still through an in-person classroom setting.

Asking employees to sit through hours-long L&D training sessions and then administering a test that employees perceive could affect their career trajectories doesn’t encourage engaged, efficient learning. That’s before we even get into how quickly information is naturally forgotten. In another unsurprising statistic, businesses say that the second-most pressing challenge for L&D is “getting employees to make time for L&D.” This makes sense when the still-preferred method of development is in-person training. Online learning, on the other hand—which ranked third in popularity for L&D departments—addresses both of these challenges. Smaller, more accessible Lessons are easier for the company to produce and easier for employees to consume. They’re also proven to be more effective.

If organizations can get to a point where employees trust and maybe even enjoy *gasp* their learning and development, overall engagement will rise. More modern learning tools that offer digestible chunks of learning, in an easily accessible manner is much more suited to today’s employees. Buying into a culture that values learning, employee efforts will more correctly reflect their actual development. This point is increasingly important as business leaders expect more and more from their L&D departments.

The ROI of learning will follow the learners

LinkedIn’s report paints learning and development teams as in the middle of a multi-front struggle to both develop employees and to prove that said development has business value. 69% of L&D professionals say that talent is the number one priority at their companies, but that level of priority needs to show some sort of return:

According to L&D teams, ROI is the second most desired measure by CEOs, but only 4% of L&D teams think that CEOs can currently see the ROI of learning.

The value of return on investment learning can be made clear for the companies through data, but it’s also important to consider individual learners. For example, measuring growth on an individual level can be difficult with in-person training. While a switch to modern learning software (like Lessonly) would certainly be a great step, it’s also important for the culture to embrace learning to begin harnessing return on learning’s investment. Improving the learner experience with better L&D practices and more modern tools is an investment in itself toward better impact of learning.

Invest in learning and development with Lessonly

Forward-thinking companies use Lessonly to equip their teams with modern team learning that accelerates productivity. Take the next step toward a return on learning investment with a self-guided tour of Lessonly. Sign up today.

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