Contents:
In this article, you will get acquainted with the main aspects of the topic, as well as receive useful information and Recommendations. We'll cover key points in detail to help you better understand the issue at hand. You'll find practical advice and relevant data that may be helpful in your situation. Read on to deepen your knowledge and make an informed choice.
- How to prove the importance and value of educational projects to management and why an established reputation is crucial here;
- How to consider the psychological state of employees during difficult times;
- About SJM, educational onboarding, meme chats, and other ways to encourage interaction between training participants and the T&D team;
- How to understand the true reason why employees don't want to learn.
In July 2022, a meetup was held on the topic "How to develop employees when learning is clearly not a priority." This event was organized by experts from LLLab, Esprezo, Pobudilnik, Ikra Group, and School of Education and brought together professionals in the field of personnel development. The speakers discussed current challenges facing companies, as well as innovative formats and methods of corporate training. The discussion focused on managing the quality of education and effective strategies for developing employee skills in a time-constrained environment.
The event concluded with a discussion on "Finding New Approaches to Employee Training." This article presents the key ideas and conclusions expressed by the speakers, which will help you better understand modern trends in corporate training. Participants discussed the importance of adapting educational programs to rapidly changing market conditions, the need to implement interactive learning methods, and the role of technology in improving training effectiveness. Explore the key points to stay informed about current trends in training and development.
What to do if training is not a company's current priority
Asya Fursova, Dean of the School of Education at Universal University, raised the important issue of how employee training and development can become secondary during times of crisis. In times of economic and social change, companies are often forced to reassess their priorities. However, it is precisely at such moments that it is important to remember the value of investing in employee education and professional development. Supporting training during a crisis can not only maintain team motivation but also prepare them for future challenges. How can effective training and development be ensured in difficult conditions? This issue requires attention and a strategic approach. Ksenia Motovilova, Head of T&D at the IT company Voximplant, confirmed that many of her colleagues are facing similar problems. During a crisis, business priorities do change, with the emphasis shifting to projects that can deliver clear and measurable profits in the short term. Employee training and development often fail to meet these criteria, which creates certain difficulties. This underscores the need to rethink training approaches so that they become more focused and align with current market demands. Ksenia is confident that two effective approaches can be used in the T&D department in this situation. The first is prioritization. All potential educational projects and employee training requests are evaluated against three main criteria. This allows us to focus on the most significant initiatives that will bring the greatest benefit to both employees and the organization as a whole. This systematic approach to evaluating educational requests helps optimize resources and improve the effectiveness of training programs, which in turn can significantly improve the company's performance. Short-term business impact: what benefits will the training bring to the company in six months or less? Involvement of employees from other departments. Sometimes, developing a training program requires the participation of internal experts. However, in a crisis, it is important for businesses to ensure that people work as efficiently as possible and are less distracted from their core responsibilities. Therefore, priority will be given to projects that the T&D department can develop independently. Impact on revenue: Of course, educational projects cannot generate money for the company on their own. However, it is possible to evaluate their indirect impact on profit. After the evaluation, all projects are ranked. According to Ksenia, this allows for compelling arguments for business leaders. Programs that can be implemented now are highlighted, indicating their potential benefits and impact on profits. At the same time, there is no need to distract key expert employees from their main work, which contributes to a more efficient allocation of resources.
The Effectiveness of Training in Business: Expert Opinions
Measuring the effectiveness of training is a key aspect for successful business development. Experts emphasize the importance of evaluating the results of training programs to determine their impact on employee performance and overall company effectiveness. It is important to establish clear criteria for evaluation, such as skill improvement, increased productivity, and employee satisfaction.
Methods for measuring training effectiveness include analyzing feedback, monitoring performance metrics before and after training, and using KPIs to help track progress. Experts also recommend regularly evaluating and adjusting training programs to ensure they meet changing business needs and contribute to the achievement of strategic goals.
Modern technologies, such as learning management systems, make it possible to collect data and analyze training results in real time. This allows companies to adapt their approaches and ensure more targeted employee development.
In conclusion, to achieve maximum training effectiveness in business, it is necessary to implement a systematic approach to its evaluation and continuously adapt strategies to meet the needs of the company.
Ksenia labeled the second approach as "selling," which actually implies an emphasis on conserving the company's resources. Currently, many valuable employees are considering job changes, including offers from international companies. One way to retain these specialists can be through team leads who are able to communicate their value to the company and potential career paths to their subordinates. To achieve this, team leads need to be trained in effective feedback skills. However, company management often fails to recognize the importance of such training.
Ksenia Motovilova recommends turning to numbers in such situations. It's important to calculate the number of employees leaving, as well as the work hours team leads spend replacing them, including interviews and onboarding. It's also important to consider the time needed for a new employee to adapt to the workflow. These costs should be expressed in monetary terms, which often amounts to significant sums. Thus, management understands that investing in employee training can lead to real benefits and cost savings for the company.
How the reputation that T&D has already built helps
Anastasia Savelyeva, Head of Methodology and Internal Soft Skills Training at Rostelecom, noted that the problem of misunderstanding the value of training on the part of businesses has long existed and remains relevant not only in times of crisis. In large organizations, we often encounter managers who say: "We don’t have time for training or for training the team,” “We don’t have a budget for training,” or “We don’t need the skills you offer.” This situation underscores the importance of raising awareness of the importance of training for achieving the company’s strategic goals and team development.
Anastasia believes that the main task of T&D is to answer key questions: “What training will be truly necessary and useful?” and “How can training be optimally organized given the format, time, and budget?” To find the optimal solution that will be in demand and effective, it is important to interact with the target audience and conduct quantitative and qualitative research, including collecting and analyzing feedback. This allows us to create a project that not only meets the needs of trainees, but is also cost-effective.
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Developing leaders without interrupting their core business: the example of Gazprom Neft
Companies often face the challenge of training leaders without distracting them from Completing work tasks. Gazprom Neft's practice exemplifies an effective approach to this issue. The company has implemented programs to develop employees' management skills in their daily work.
A key element of these programs is the integration of training modules into work processes. Employees have the opportunity to learn by doing, applying new knowledge directly to their projects. This not only accelerates the learning process but also increases motivation, as employees see a real return on their efforts.
Furthermore, Gazprom Neft actively uses mentoring, allowing more experienced specialists to share their knowledge with young people. This approach creates an atmosphere of mutual support and promotes the exchange of experience, which in turn strengthens team spirit.
It is important to note that the success of these initiatives depends on management support. Company leaders must demonstrate a commitment to their employees' development, which sets a positive example for the entire team.
Thus, Gazprom Neft demonstrates that effective leadership development is possible without significant time and resource expenditures if training is integrated into the workflow and supported by the company culture.
According to the speaker, experience in organizing training plays a significant role. It is important to focus on existing educational projects that have proven their effectiveness and usefulness for the company. If such projects are producing results, even during a crisis, management is unlikely to cancel them. The task of the T&D department is to adapt these programs to current needs. It may be necessary to adjust the focus, introduce new topics or training formats. This will not only preserve the value of existing initiatives but also increase their relevance in changing market conditions.
Anastasia emphasizes that the reputation of educational program organizers plays a key role. If the training and development (T&D) department has established a positive reputation, management will be more open to new initiatives and suggestions. Strengthening this reputation should begin as early as possible to increase the chances of successfully implementing new educational projects and initiatives.
Facing a difficult situation without prior trust is significantly more difficult. In such cases, more effort is required for persuasion and argumentation. However, experience and successful projects with clients create a high level of trust. This becomes a tangible advantage that makes it easier to overcome difficulties. It is never too late to start working on trust, as this can prevent negative consequences in times of crisis.
How to take into account the psychological state of employees
Asya Fursova asked an important question: can corporate training help employees cope with stress, anxiety, burnout, and loss of motivation? The answer to this question is clear: yes, corporate training can indeed have a significant impact on the psycho-emotional well-being of employees.
Corporate training provides employees with the skills and tools to manage stressful situations. Programs aimed at developing emotional intelligence help people better understand and control their emotions, which helps reduce anxiety.
Training in time management and workflow organization skills helps prevent burnout, allowing employees to manage their time more effectively and avoid overload. Including topics related to teamwork and mutual assistance in training programs strengthens corporate spirit and creates a supportive environment, which also helps increase motivation.
Thus, corporate training is a powerful tool for increasing employee resilience, which in turn affects overall productivity and team atmosphere.
Anastasia Savelyeva emphasizes that corporate training can be a powerful tool for providing psychological support to employees, especially in times of crisis. She notes that companies must actively address this issue, as employee well-being directly impacts their productivity and overall team effectiveness. Investing in psychological support through training helps create a healthy workplace environment, which in turn contributes to achieving business goals.
Anastasia cited the example of the lockdown caused by the coronavirus pandemic. During this time, employees needed technical support from the IT department to fully work from home, as well as emotional support from managers to prevent them from feeling isolated and disconnected from the team. As Anastasia noted, corporate training is an effective tool that helps managers develop the necessary skills to provide this support. It is important for companies to implement training programs aimed at developing both technical and managerial competencies so that employees can adapt to new working conditions and remain engaged in company processes.
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Psychological techniques for overcoming anxiety that interferes with study and work
Anxiety can significantly hinder the process of learning and completing work tasks. There are various psychological techniques that can help cope with this condition and increase productivity. One effective technique is mindfulness, which allows you to focus on the present moment and reduce anxiety. Breathing exercises, which help you relax and regain concentration, are also useful. It is important to establish a daily routine and make time for rest, which contributes to an improvement in your psycho-emotional state. In addition, keeping a diary can help you analyze your thoughts and emotions, which contributes to their awareness and control. Regular exercise and a healthy diet also play an important role in reducing anxiety. These psychological techniques can form the basis for creating a more comfortable and productive study or work environment.
Ksenia Motovilova noted that a person demonstrates high productivity when they are aware of what exactly they are doing and for what purpose. According to the speaker, the importance of these questions becomes especially relevant in conditions of uncertainty. Understanding tasks and motivation contributes to more effective work performance and helps cope with difficult situations.
In times of crisis, people often strive to work more and earn more to ensure an acceptable standard of living. However, as experience in communicating with employees has shown, at such moments they often begin to ask existential questions: "Why do I work? What is the meaning of my work? Do I really need the company at this time?" We are in the process of revising our approaches to these questions to offer relevant and meaningful answers. It is important to understand that work is not only a means of earning money, but also an opportunity for self-realization and contributing to the common cause.
Ksenia notes that farewell interviews with departing employees revealed that many of them decide to leave the company due to a lack of understanding of the meaning and value of their work. In this regard, the T&D (training and development) program focuses on teaching managers how to effectively communicate this value to their teams. It's important to explain the company's value to the market and how each employee's daily tasks are integrated into the organization's overall mission. This helps increase employee engagement and reduce turnover.
Lilia Bikbova, co-owner of the Esprezo agency and a communications trainer, emphasized the importance of employees understanding their role within the company. They should not only understand the value they bring to the organization but also ask themselves, "Why should I work here?" This implies the need to recognize the opportunities for personal and professional growth the company provides. An organization's success depends largely on employee engagement, and their motivation plays a key role in achieving shared goals.
Lilia noted two key aspects that contribute to employee well-being. The first is communication. The speaker emphasized that during the coronavirus restrictions, people felt a lack of personal interaction. Nowadays, it is important to include in the training program opportunities for open conversations, sharing experiences and discussing problems with colleagues and trainers. This provides an opportunity to receive support and advice on solving specific situations, which significantly improves the atmosphere in the team and contributes to increased overall work efficiency.
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Employees have specific expectations from corporate training. Understanding these needs can significantly improve the effectiveness of training programs. First and foremost, employees want to see the practical applicability of knowledge. They expect training to be related to their daily work and help them solve real-world problems.
The second important aspect is the opportunity for career advancement. Employees strive to develop their skills and knowledge to advance their careers. They want corporate training to open up new horizons and opportunities.
The third insight is a personalized approach. Employees appreciate when training is tailored to their unique needs and level of preparation. This helps them better absorb the material and apply it in practice.
The fourth factor is the availability of resources. Employees want to be able to study at a time and in a convenient format. Online courses and flexible schedules significantly increase interest in learning.
The fifth important point is support from management. Employees expect that their learning efforts will be noticed and appreciated, which stimulates further development.
The sixth insight is the opportunity to share experiences with colleagues. Employees want to share knowledge and receive feedback, which helps create a corporate learning culture.
Finally, the seventh aspect is constantly updating content. Employees strive for current information and modern methods to remain competitive in a rapidly changing world. Addressing these needs will help increase employee engagement in corporate training and improve learning outcomes.
The second important aspect of corporate training that helps reduce employee anxiety is the practical focus of the educational program. Lilia emphasizes the need to focus on the real needs and problems of participants, helping them approach emerging challenges rationally and providing specific tools for solving them. According to the expert, employee needs and goals can change during the training process, so it is recommended to conduct questionnaires or surveys several times. It is often necessary to revise the training program and adjust its focus, but judging by the feedback, such changes are justified and lead to positive results.
How to Organize Social Interaction in Training
A question from the audience continued the discussion of the social aspects of corporate training, touching on practical approaches aimed at encouraging interaction between training participants. It is important to note that effective interaction in educational processes contributes not only to improved material absorption but also to the development of team spirit. Various methodologies can be used within corporate training, such as group projects, practical exercises, and networking events. These approaches help create conditions for the exchange of experience and knowledge, which in turn affects the overall productivity and motivation of employees. Furthermore, active involvement of participants through discussions and feedback helps strengthen bonds within the team and contributes to the creation of a positive working atmosphere.
Anastasia Savelyeva noted the importance of onboarding in Rostelecom's training programs. Regardless of the duration of the course, the onboarding process ensures that participants understand the structure of the training and interaction. At the initial stage, participants are explained key aspects, such as how to organize group and independent work, as well as contact persons for assistance and questions. Anastasia emphasizes the need to consider communication methods not only within synchronous classes but also outside of them. This helps increase participant engagement in the learning process. Insufficient attention to communication aspects will make it more difficult for participants to adapt and actively participate in the educational process.
Lilia Bikbova recommends starting with creating a Student Journey Map (SJM). This map includes all points of student interaction with the educational program, allowing for the identification of key areas where interaction with other participants can be improved. Analyzing these points helps optimize the educational experience by offering various interaction formats, which in turn contributes to increased student engagement and satisfaction.
Lilia offers two important tips for training organizers and facilitators. First, it is important to recognize participants' successes so that they feel valued and motivated to continue their studies. Praise people for their accomplishments, even if they seem small. Secondly, try to arrive to classes or webinars early and stay afterward. This will allow participants to connect with you informally, ask questions, and discuss topics of interest. These approaches help create a warmer and more supportive atmosphere, which in turn improves the quality of learning and interaction.
An important aspect of successfully organizing and developing training is team collaboration. The co-founder of Esprezo noted that specialized communication chats greatly help her distributed team. One such chat is the "Anxiety News Chat," where participants can share positive events. People share stories about getting a driver's license, thank-you notes from clients, or simply a good night's sleep. Liliya emphasizes that such a chat not only creates a positive atmosphere but also helps participants connect over common interests. People find common topics of discussion and start sharing hobbies, which strengthens team spirit and improves overall productivity.
There's a chat that, at first glance, may seem useless and purely entertaining—it's a space for exchanging memes. However, beyond its function of lifting spirits and allowing for humorous expressions of aggression, this chat serves an important practical purpose. According to Lilia, memes are becoming an effective tool for gently monitoring the team's emotional state. Therefore, using memes in a work environment not only improves the atmosphere but also helps management better understand the mood of employees.
If I notice an increase in passive-aggressive memes online, I realize that the team is fatigued and there's likely an underlying conflict. In such cases, I reach out to people in private messages and ask how they're doing. This usually leads to them sharing their concerns. This approach is truly effective.
How to find out why employees don't want to learn
At the end of the discussion, one of the participants asked about methods and techniques that can help identify the reasons for employees' reluctance to learn.
Anastasia Savelyeva noted that this issue requires comprehensive research. To obtain valuable information, you can conduct a survey among employees, organize in-depth interviews, and discuss the situation with managers and employees of related departments. This will allow you to collect the maximum amount of data from which you can extract useful insights. At the same time, as Anastasia emphasized, it is not necessary to use only a structured survey. It is enough to conduct conversations about training, inquiring about what formats and methods are used in practice. This approach will help to better understand how employees perceive the training processes and which of them are the most effective.
Lilia Bikbova noted that clients who turn to Esprezo for training their teams often request research to identify the real needs of employees. She explained that external experts are able to elicit greater openness from employees than internal managers, which facilitates a deeper understanding of root issues. This approach allows the company to effectively tailor training programs and improve overall employee engagement and productivity.
In the first few minutes of communication, people usually respond to the point, but over time, they begin to share their concerns and concerns. This demonstrates that many are willing to learn, but are distracted by more pressing issues. When people have serious problems, learning becomes secondary. At such times, they may experience stress and anxiety, which makes it difficult to focus on new knowledge. Understanding this process helps recognize that learning is not simply the transfer of information, but a complex process dependent on a person's emotional state.
The insights gained during the analysis are shared with managers. Based on this data, they make decisions on the identified issues. Once these are resolved, you can begin developing training programs.
Explore additional materials:
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- Why corporate training services are turning into a “zoo of solutions”
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