Are you battling to find and develop comms talent? Employees’ expectations around learning have changed. To attract and keep the best people you need to show a clear commitment to their ongoing development and provide an environment that rewards curiosity and personal growth.

At Kademy we’ve been researching changes in the nature of work and the workplace, employee expectations, and technology for several months. We’ve distilled our findings down into six ways that you can breathe new life into your team’s learning, and convince the best talent to choose you over someone else:

  1. Convenient

Many of us still believe that classrooms deliver the best learning environment, but the reality is that we can’t commit whole days out of the office, so learning must fit around other priorities. Smart phones and other mobile technologies can and should allow us to learn wherever we are and whatever else we’re doing. Give your team the flexibility to make that happen.

  1. Multi-Channel

Learning is messy, and it should be. Different formats teach us different things, and the best learning environments embrace this by offering a combination that includes audio, video, discussions, downloads and assessments. Try not to let red tape or legacy training programmes restrict your team’s learning.

  1. Personal

Learners expect a user experience that closely connects with their own priorities and challenges, is based on their levels of expertise or confidence, and can cater to their location, language and time. Most platforms have this baked in, so meeting these expectations doesn’t need to be a huge, expensive undertaking. In fact, often it’s the little touches that make all the difference. Take the time to ask each member of your team how the learning you offer is helping them on a personal level.

4. Learning by Doing

Bringing concepts to life through games and experiential learning can boost completion rates and help employees better retain and embed knowledge. Some games place learners in simulated workplace scenarios and ask “what would you do?”. Others use active case studies or simply reward engagement and activity with badges and status. Help your team bring their learning to life by sharing their achievements in catch-ups or weekly meetings.

5. Social

We learn faster together – when we have opportunities to question and challenge, rather than having to passively accept what’s being taught. Collaboration and team work is the norm, so why should learning be any different? If you can’t get your team together in the same room, virtual classrooms are more than capable of plugging the gap by encouraging the participation of the manager, creating opportunities to ask questions and working through obstacles or areas of uncertainty together.

6. Delivering Return on Investment

For organisations to continue investing in developing employees they need to see a quantifiable return, but sometimes that’s hard to measure. Tracking is also often met with cynicism or perceived as a negative thing by learners. Technology can overwhelm us with data, but actually collecting less data at more regular intervals can help demonstrate the business impact of any intervention in much more meaningful ways. It also sets the expectation with your team that measurement and tracking are things to embrace rather than fear.

A single membership at Kademy enables you to embrace all of these changes, for your entire team. As well as drawing on our own knowledge and research, we work in partnership with our members, so you can always be sure you’re getting the most relevant and valuable learning resource possible. Contact us at hello@kademygroup.com to find out more.

Read more insights from Kademy.