4 L&D thoughts you can’t live without

Since December 2020, we at #SavvyUA have held 5 live Zoom sessions with top managers, community leaders, HRDs, and CEOs of various IT businesses.

We have discussed L&D trends, how companies develop employees, measure process performance, what tools they use, and how they see the future of the L&D* sphere.

*L&D (‘learning and development’) – a department that deals with employee training and development.

Here you will find the top four thoughts and conclusions we came up with.

Find more thoughts on the #SavvyUA Medium page by this link.

Start with “why?” 

To implement L&D you need to understand 3 main things:

Business 

– scale of the company, budgets, the number of people involved, and where the company goes

The specifics of teams 

– number of people, OKR & KPI teams, how they affect the business as a whole

General strategy 

– how L&D should look within the business, how L&D will affect the achievement of common goals (taking into account the motivation of all departments)

L&D metrics depend on what we strive for 

It is still difficult for managers to measure L&D effectiveness. Moreover, we do not always know what to measure.

One of #SavvyUA Q&As guests identifies three types of learning performance indicators:

Level 1: measure how many people came to the training and how many came out, how satisfied they were with the knowledge gained.

Level 2: measure the acquired knowledge and understand what a person has memorized from the examined theory.

Level 3: measure whether a person applies the acquired knowledge in practice.

Metrics always depend on our primary goal.

For example, in some companies, corporate English is a kind of perk, where the main purpose is to entertain the employee.

In this case, one of the effectiveness indicators will be the satisfaction and happiness level among students.

Be careful with demotion 

Everyone has his path in which he is ready to change.

Sometimes while shifting, employees get many more responsibilities than they desire. And there is no opportunity to refuse.

Thus, there is a chance of losing a valuable team member. The thing is, when “he can’t” do his job and responsibilities, the only thing he can do is to leave you with the feeling “I don’t fit, I didn’t succeed”.

And it’s all because “demotion” (rolling back into a position) causes a sense of shame and insanity.

Pure sincerity is the main key to trust

It is super important to build trust and a warm atmosphere in the community. These things usually help make it consistent: tone of voice at all stages, video questionnaires (VideoAsk service), live onboarding in small groups, daily communication on a common platform, stimulating meetings by tagging people under current issues and discussions.

Moreover, trust arises from the sincerity, facts, and failures shared by speakers with community members. After all, the speaker is a practitioner who implemented and tried the theory. So his speech is a kind of format for validating ideas about someone else. Moreover, it is an opportunity to listen to the personal experience of using systems and building processes by the same specialist as you. And remember, by creating learning experiences that are impactful, delivering highly relevant, applicable learning content, and staying close to the go-forward business strategy, L&D is in a unique position to influence organizational culture and make an even bigger impact on the company as a whole.