Employee turnover is seriously a big issue faced by many organizations and it can have some serious side effects.
Each time an employee voluntarily leaves a company, an expensive process must take place to replace that employee. The organisation has to invest time, effort and money to find another suitable replacement and this can be extremely problematic for the organisations with a higher turnover as it can cause serious drain on both the financial and other resources .
Investigating into the causes for employee retention, researchers over the years has found various reasons that makes the employees to end their relationship with the organisation and seek newer pastures.
The LinkedIn workplace report of 2018 states the 94%of the employees would stay at a company longer if it invested in their career. This calls for the immediate attention of the organisation to ensure that the employees are provided with the right training, mentorship and support to help them grow and build their careers in the organisation.
So if you are wondering how does e-learning relate to employee retention- I suggest have a look at the percentage of millennials you have hired…..
Is it 20, 30, 50 percent or perhaps more…..I bet it must be one of these numbers. With the millennials (generation born with a mobile in hand) joining the workforce do you really have a choice of not adopting e-learning? Think about it….
In this blog, let us see how e-learning can help in the area of employee retention.
1.Ease the strain of onboarding
The traditional onboarding process demands a huge investment of time and effort by the organisation as well as by the new employee. The employee has to read and understand the company policies, rules, the culture and traditions and the list goes on.
Is this the first best impression an organisation can give to the new hires?
No, instead of choosing a traditional onboarding process the organization can convert it into the e-learning way.
An eLearning program can engage an employee even before their first day in the office, helping to reduce stress and anxiety. For example, we recently developed an elearning module for employee onboarding for a global steel company . The module includes videos that plays the message from the Managing Director,who welcomes the fresh hire into the organisation.
The employee learns about the organisational culture and values through a well narrated story line ,where the learner undergoes a virtual time travel to visit the yesteryear of the company. Such innovative learning experiences created through e-learning modules can impress the fresh hires and make them value the organisation more. This sends the right signals to the employees, who value the importance of being in a good organisation culture.
Moreover introduction of elements of gamification, which have the tremendous potential not only for better employee engagement but also have the potential to aid retention, recall and application of the learning content, which improves employee performance on the job. Performing employees are better able to relate to the organization as the organization also values them for their achievements and contribution to the organizational growth. It leads to a win win situation both for the organization and the employee. Thus eLearning gamification can be used as an effective approach towards employee retention
2. Develop the skills of existing employees
Training shouldn’t stop at onboarding and it is the responsibility of every organisations to train and develop the skills of the existing employees. Whether the objective is to advance the strength of the employees by honing their existing skills, or to train them in acquiring new skills, the learning initiative should be an ongoing effort.
E-learning is the right approach here as it helps the organization to continue the efforts in training the workforce.
For example, many organisation are maintaining online e-learning libraries that allows the learners to enroll in the required e-learning courses. The learning and development teams can also introduce custom developed e-learning courses to fulfill specific training requirements or to bridge the identified skill gap/s.
3. Employees demand continuous learning
The Linkedin workplace report of 2018 reveals some important statistics like
•The report states that 94% of the employees will stay at the company longer if it invested in their career.
•The report identifies that the number one reason for the employees feeling held back from learning is lack of time. 58%of the learners(according to LinkedIn workplace report) prefer to learn at their own pace
By implementing e-learning, the organisation can train the employees anytime, anywhere. Further with the new learning strategies like mobile learning or m-learning and microlearning the organizations can engage their learners and motivate them to share, learn and grow with them.