The Value of Integrated Learning and Performance Management
If you are on a mission to end silos of learning and performance in your organization, this in-depth ebook is for you. Learning platforms that include both learning and performance are incredibly unusual and those that do offer both, still consider learning and performance as two completely unrelated entities. And therein lies the problem: learning and performance cannot and should not be separate.
A recent survey by the Human Capital Institute revealed that 75% of leaders say that learning and performance are treated as two separate functions in their organization. That means that most organizations are missing the enormous organizational and employee benefits of bringing these two functions together. Get the ebook to dive deeper.
Learning + Performance Just Makes Sense
Learning has gained a reputation as being a necessary evil. It began with good intentions and then went meandering down a path of tick boxes, compliance frameworks, and organized by people who thought they knew what was needed. Frankly, the people in charge of performance were too busy with the responsibility of running the business. At this point, you’re either nodding your head in agreement, or you may need a little convincing about why learning and performance should be two sides of the same coin.
The Old Game of Learning
In the past, companies would buy an LMS tool to deliver compliance training, such as workplace harassment, safety, security, etc.. While those are necessary must-haves for any company, that’s simply a tactical approach that checks a box but doesn’t provide any actual employee growth. Using an LMS only for compliance produces misalignment, mediocre engagement, low employee retention and high turnover, lesser performance, and skill stagnation in employees. Often, in misaligned workplaces, leadership and management confuse activity with results, equating 40 hours in a chair with 40+ hours of results.
In misaligned companies, there is a lack of trust and accountability from both employees and management. This causes employees to feel disengaged and often feel like sitting at their desk is more important than what they’re doing with their time. Employee stagnation also has a staggering effect on employee well-being and a company’s bottom line and retention. A recent study showed that the #1 contributing factor in employees searching for a new job is their inability to learn and grow. Add that to the conservative turnover cost of $15,000 per employee, and the price for employee turnover for the US in 2016 was over $617 billion dollars. Disengagement directly results in lesser performance in employees and causes employees to seek out new positions. Additionally, employees who feel like they aren’t learning anything, either through their work or additional skill training and cross-training, tend to underperform or seek new positions with….
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