Bringing a positive behavioral change in employees with regards to training and development is something that all L&D’s work towards. However, achieving it is a challenge in itself. Employees are usually resistant to change because change warrants the need to step out of a comfortable zone. Moreover, accepting change is sometimes difficult as it may not suit an employee’s perceived interests in the short run. However, whether it appeases the employee or not, change is needed. Hence, bringing a positive behavioral change in employees with regards to training is important. Both in terms of accepting change—stepping out of the comfort zone. And putting in renewed and extra efforts—actively training and developing.
Changing employee behavior is possible through L&D’s persistence. However, to assist with the process, there are a few other techniques available as well.
In this article, we are taking a look at:
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Positively bringing a behavioral change in employee behavior with regards to training and development!
Use Social Learning to Emphasize on Training
Social learning works on the concept of employees training each other by sharing experiences, solutions, and providing guidance. After all, only an employee who has faced a challenge and solved it can help others navigate the same problem. However, there is more to it.
According to a study by Facebook, people are more likely to interact with positive posts and comments by known people.
We can bring the same into practice at our organizations by sharing positive employee experiences on an LMS’s social learning feature. Here, employees share their experience on overcoming certain challenges or embracing learning and its benefits. Sharing experiences plays a big role in positively modifying the outlook of the viewers, in this case, their colleague’s outlook on training and development.
Social learning is the single most important concept to keep in mind for the coming years. We already know the power of social influencers over the masses. Applying the same logic in a corporate work-space is the only next logical step.
Use Push Notifications and Reminders
Push notifications and SMS marketing together still drive revenue for many websites, brands, restaurant chains, and businesses in general.
Most modern LMS offer the ability to send push notifications to their learners informing them about new courses to start and complete.
Now, we do not recommend spamming your learners’ inbox with a call to train.
However, following a well-framed SMS or email template certainly helps in changing the behavior of employees with regards to being more open to the concept of training and development.
An example of a good notification:
- Name of course
- Short description
- Who it is for
- Course duration
- Benefits of attending it
As employee repeatedly see such notifications either on their mail or their mobiles phones, the chances of them engaging with training increases. They become more acceptable to the idea of training, and show decreased resilience.
Also, It is a much better when compared to randomly forcing training on employees. Such techniques never yield positive results.
Share the Results of Employee Successfully Attempting and Completing Training
Many don’t believe in the gamification and leaderboard feature of an LMS and it does make sense to a certain degree. However, we cannot completely discredit the features altogether.
Gamification and leaderboards are another attempt at getting through to learners at a social level. They spark a sense of healthy competition which ultimately helps employees improve themselves.
The concept of a leaderboard is simple, people seeing their colleagues on the top positions are encouraged to train and work harder to achieve the same for themselves.
While, gamification is about being rewarded with badges and points. Again, rewards and recognition play and important psychological role in motivating employees to learn and train.
Hence, the motivation to see themselves on top a leaderboard or display their rewards drives people to accept training.
Microlearning Aids Behavioral Change
Finally, microlearning is a concept that works on similar lines to notifications and reminders.
Exposing employees to small learning bits on a regular basis is an amazing way to get training across to employees who’d otherwise be put off by long intimidating courses.
Once the learners understand the ease of learning in small bits and pieces at their own convenience, it actually becomes an enjoyable affair!
Also, persistence plays a major role in helping shape an employee’s behavior towards accepting training. Microlearning is simply persistent training in small bits and pieces.
Microlearning can actually result in permanent and long-term behavioral change towards training and development.
On a conclusive note: We have evolved!
We have just updated our social learning feature! It comes with more features and greater usability! If you’re interested in checking Abara and its abilities, click here to activate a thirty-day trial! We are also letting people try our LMS mobile application. To test the application, schedule a demo with one of our representatives!
Also, eNyota Learning has just updated itself! Visit us there to get quotes on custom eLearning courses and more!
