How to Create a Strong Link Between On-Demand Learning and Business Performance
Learning can be a catalyst for business performance. But how do you make sure that your programs make an impact?
A challenging part of any learning professional’s job is to demonstrate that programs move the needle on organizational performance. The problem is only about 40% of organizations say learning is aligned with business goals as noted by the Brandon Hall Group (BHG). So, how do you ensure that your programs will impact business performance?
Start with Learning Agility
The reality of today’s world is that learning has to do so much more than it ever has before. Employees may be stressed, dispersed, and hungry for information. The business environment can change on a dime and you have less time to create and disseminate content. Your learning systems, content, and processes need to keep pace with your organization’s rapidly changing needs.
Not only that, but you also strive to make the learning experience engaging and efficient for your employees. The question for any organization is: How do you deliver personalized learning at scale?
That’s why learning agility is critical.
Focus on the Key: Great Content
As defined by Michael Rochelle, BHG’s Chief Strategy Officer and Principal HCM Analyst, great content has two elements: relevance and accessibility. Delivering highly relevant content that is easily accessible at the learner’s moment of need makes all the difference.
Highly relevant content is not just what the organization thinks employees need to know. It also means taking into consideration employees’ personal and professional development goals, what employees already know, and how the learning will improve performance on the job.
Of equal importance is ensuring content is accessible. But this isn’t about portals or interfaces with technology. Accessibility relates to content format and employees’ situations when they need it. Optimizing content-search capabilities is also a very important element of accessibility.
Highly relevant and easily accessible content should be your central focus but it doesn’t stop there; you must also understand the link between learning and performance.
Built-in Learning Outcomes
To move the needle on performance, you must know the business’s goals. Whether it is to boost customer satisfaction, launch a new product, or reach revenue projections, you won’t be able to impact these outcomes if you don’t put them in your learning strategy.
Once you focus on objectives and goals, you must determine the roles your employees play in reaching them. You can look at your workforce and find gaps or opportunities to improve performance levels. BHG provides a Learning-Performance Convergence Model that shows how to build learning outcomes based on your business strategy:
It all boils down to this: When your learning strategy strongly aligns with intended business outcomes, you create a strong link between learning and performance — keeping in mind that learning agility is a critical component.
For more in-depth information, watch the on-demand webinar: Creating a Stronger Link Between Learning and Organizational Performance.