Employee Development Needs to Develop

According to “Go1,” a training systems company, current employee development programs are essentially static, presenting fixed material at set times; but this is counter-productive and is not particularly responsive to employee needs at any given moment. Because workflow is dynamic and constantly changing, training/development should be configured able to keep pace with it. The company recommends the following five-steps to enhance employee development in this environment:

1. Move from “learning programs” to real-time support. Tools/processes/methods/responsibilities change as needed and/or warranted, whether by technology or by assignment, etc. The necessary skills training should be provided as needed, not on a fixed schedule.

2. Optimize responsiveness when new systems or methods require new skills. Having to wait for a formal training program impedes development. Have the resources available when initially needed – whether human or automated. (Two-thirds of workers consult humans first, instead of systems.)

3. Employee feedback consistently points to effective feedback being directly work-related and aligned to their goals. As work becomes more dynamic, and especially as AI changes tasks within jobs, even “static personalization” is not enough. Development needs to reflect what someone is working on right now, not just who they are or what they are doing on paper.

4. Enable managers to “drive” development. Ongoing coaching is easily overcome by day-to-day management requirements, especially if the coaching is in a new area/discipline. It is up to higher management to enable line managers to perform this important task.

5. Do not rely only on “eLearning.” The human touch can be quite helpful, especially in a high-tech environment. This can include blended learning, an offline course, or other creative solutions.