Experts Call for New Models of Organizational Learning to Improve the Employee Experience – ORH

Company managers are increasingly interested in investing in employee experience (EX) strategies to retain talent and improve the performance of their workforce. In fact, companies that focus on this issue and their resources get a 40 percent higher loyalty rate from their professionals than those that don’t.

according to Matty Szczresponsible for hybrid work, leadership and innovation in the collective concept, employee commitment is directly linked to the firm commitment by companies to new corporate training models.

In his view, such investment mainly involves Workplace implementation of learning technologies That caters to three main buildings.

1. Allow Learn in the processusing solutions and platforms already integrated into the daily work of collaborators.
2. help for Simplify and centralize learningWhere it gathers in one source the knowledge and materials dispersed in the organization.
3. Provide personalized and relevant contentwhich facilitates the natural search and indexing of all kinds of resources, from search results to team member recommendations.

Nearly 60 percent of employees feel less connected to their teams since the pandemic, specifically after switching to a remote work model.

Managers say they don’t have the resources to develop their teams

Szucks, who opened the second day of the game last March 23 The future of human resources 2023indicates that more than half of the employees worldwide have located themselves Well-being at work as a primary priority after the pandemic.

In this regard, he explained that compared to last year, the possibility of Younger employees are leaving their current companyhe.

“The drama is that 74 percent of managers say they don’t have the ability or means to mitigate a bad employee experience,” he added.

Among the factors affecting this experience, using as a lever Corporate online learning platformslocate:

• lack of Integration of processes and conversationsEspecially with remote teams.
• lack of proactive To anticipate risks and provide solutions
• difficulties Expandability and manage multiple experience types (mobile, social, etc.) and contexts.

As a result, employees Spending an average of one hour per day researching and collecting informationsometimes across multiple tools, which hinders your productivity and adds to your frustration.

In Szcuks’ opinion, the most dangerous thing is to end up with collaborators They spend less than one percent of their time training While 79% of CEOs are concerned about the lack of essential skills for the future of their companies.

In addition, models consider 38 percent of their day to be unproductive, causing companies to lose the equivalent of 18 percent of their paychecks.

Internally linking knowledge to learning

At the conference entitled New opportunities for employee experience (in Spanish, New opportunities for employee experience), Szcuks chose centralized learning centers “like Viva Learning inside Microsoft Teams”.

This solution, in his opinion, helps through development and training to improve the following levers:

• well-being and productivity: physical, mental and financial health; reactions and emotional balance)
• Growth and development: Learning and training, reception process, moments of the life cycle, transfer of talent …
• purpose and alignmentMission, objectives, expected results, achievements and recognition
• culture and communication: News, events, company resources, communities…
• Knowledge and experience: Professionals, experts, documents, content, etc.

Finally, Szcuks ensured that the cost of replacing a collaborator who left the company due to a bad employee experience was twice his salary.

picture Future HR 2023.