Ignoring the training and development of your employees can lead to decreased productivity, higher turnover rates, and a negative impact on morale. Not only does this result in increased hiring and training costs, but it also limits the potential growth of your employees and the company as a whole. The cost of not investing in the growth and development of your employees far outweighs the cost of providing training opportunities." It's important for managers to understand that employees are not disposable and that investing in their growth and development is crucial to the success of the organization. Providing opportunities for professional development, training programs, and regular feedback and coaching can help employees become more skilled and confident in their roles. This not only leads to increased productivity, but it also boosts employee satisfaction and engagement, which can improve employee retention and reduce turnover rates. In the long run, investing in employee development will save companies time, money, and resources, and ultimately contribute to the overall success and growth of the organization. So, next time you're faced with the decision to "throw out the lamp" or invest in the growth of an existing employee, remember that fixing the bulb is not only more cost-effective but also leads to a brighter future for both the employee and the organization.

"Training doesn’t help one jot if people can’t remember it in the real world" —Teresa Ewington Our biggest goal in training is to get students to remember the material. To do this more effectively, it helps to learn what causes the mind to forget things. By getting a clear view of what makes a person forget, we can incorporate key elements into our programs that help counteract those causes. Forgetting is an important function. It helps a human filter out trivial things that would clog the brain and override important information. Forgetting helps ease the pain of tragedy and enables a person to continue living without constant sadness. There are times, however, when we not only need to remember but need to do so at a time when the information is useful. Let's take a look at the five most common reasons your corporate learners forget your training.

In today's fast-paced, technology-driven world, it's crucial to update our training methods to meet the needs of modern learners. This goes beyond simply incorporating technology and addressing shortened attention spans. It's about equipping the workforce with the tools they need to feel satisfied in their jobs and to be valuable assets to the company as a whole. To achieve this, it's essential to say goodbye to traditional methods such as long lectures and dense presentations. These methods are not only tedious but also ineffective. Today's learners thrive on engagement, interaction, and personalization. By adopting new methods that focus on active learning and providing real-life examples, we can ensure that our workforce is equipped with the skills and knowledge they need to excel in their roles.

Self-directed learning (SDL) is on the minds of many L&D professionals right now. Training managers, HR professionals, and instructional designers want to promote this strategy at the workplace because it facilitates the creation of a robust and sustainable learning culture in the organization. In this post, learn about the features and benefits of SDL and how you can implement this learning model at the workplace to turn reluctant and dispassionate learners into dedicated and inspired ones.

When was the last time you took a long hard look at your company’s training strategy? If employees forget things you taught them back in onboarding or, worse yet, they’re leaving in droves to seek other opportunities — chances are your outdated training program needs to change, and fast. So, how does your training strategy stack up? Is it stuck in time? Or are you keeping up with the ever-changing needs of today’s modern employees? Let’s find out.

Embracing and adapting to a changing landscape is not easy unless you know the rules to play by. Times-they-are-a-changing. As it is with everything else in life, change is imminent also in the field of corporate learning. The modern L&D scenario is vastly different from what it was just a decade ago. In this rapidly-changing landscape, the old order has given way to the new, and only the agilest and adaptable can survive and thrive.

As learning leaders, if we want to improve engagement, create impactful learning experiences, and improve ROI from our training initiatives, we need to get even more creative in capturing our audience’s attention and keeping them coming back for more. Instead of simply coming up with a course and telling people to take it, we serve ourselves and our audience better by finding ways to inject a learning spirit into the company.

Trainers and managers have known for decades that employees who are motivated to learn will more effectively consume training materials and perform better at their jobs. But what exactly motivates employees today? And what are the best ways that eLearning courses can impact and motivate modern learners, including millennials — a group that will make up more than half of the workforce by 2020? The truth is that people are motivated in different ways. It’s very tough to find a “one-size fits all” training solution that will meet the needs of your employees’ various personalities and personal drivers. However, eLearning and training professionals can consider these common sources of motivation to design engaging online learning experiences that keep students wanting to learn more: