It is estimated that 63 million Americans will work remotely in 2016, which is more than a third of the total workforce. As workplace flexibility becomes more important and technological capacities increase, companies are hiring more telecommuters and allowing more current employees the option to work from home. This new work structure brings with it new challenges for training personnel. It is difficult enough to motivate workers who are physically present, but how does one keep a remote worker engaged in learning who is somewhere in Cyberland, another time zone, or even another country?
“The spacing effect is one of the oldest and best documented phenomena in the history of learning and memory research.”
Employee engagement and what to do about it is a critical global business initiative in 2016. From a 2103 Gallup report stating that, “Currently, 30% of the U.S. workforce is engaged in their work, and the ratio of engaged to actively disengaged employees is roughly 2-to-1, meaning that the vast majority of U.S. workers (70%) are not reaching their full potential”; to a 2015 Gallup report stating that: “Less than one-third (31.5%) of U.S. workers were engaged in their jobs in 2014,” to a 2016 Global Human Capital report from Deloitte University Press confirming that “After three years of struggling to drive employee engagement and retention, improve leadership, and build a meaningful culture, executives see a need to redesign the organization itself, with 92 percent of survey participants rating this as a critical priority,” it is clear that employees are disengaged at record numbers, which definitively affects job performance and outcomes.
Our CEO Donna Wells is featured in a great article on GetApp!
Sometimes organizations will ask a trainer to calculate the ROI of a training initiative to justify a training budget. In this case, the benefit may need to be estimated if actual data is not available. Calculating ROI can also help training and development professionals recognize areas where they can streamline their efforts. This allows them to present a more cost-effective solution that is more likely to get stakeholder buy in.
Relationships in any capacity whether as friendships, acquaintances, significant others, and, yes, even employees, is based on trust, respect, support, and authenticity. Therefore, during new employee training, relationship building begins the moment the new hire interacts with Human Resources, management, and other staff and employees whether it is digitally, on the phone, or in the physical work environment. When thinking about onboarding as the process of building a relationship rather than a finite process, some of the methodologies and approaches shift. Focusing on the building of relationship rather than just the job-specific attitudes, knowledge, skills, and behaviors, puts the goal of building positive working relationships at the center of the new hire’s successful career trajectory as well as the well-being of the organization.
In this webinar we covered how to best manage your users in Mindflash as a Manager. From inviting them to courses to downloading reports, we'll help you make the most out of Mindflash as a Manager.
In a report by GetApp, Learning Management System (LMS) Category Leaders Q2 2016, Mindflash is rated fifth in cloud-based Learning Management Systems! Amongst the leaders and Goliaths in the cloud LMS industry, Mindflash is at the top of the charts.
2017 will be the year of personalization in eLearning. As eLearning becomes more and more popular, students will demand more interaction, entertainment, and personalization. Going forward, a one-size-fits-all approach will no longer be the norm. Personalization in eLearning can mean a few different things from creating personalized learning plans and paths based on an individual’s job role, learning style, to capitalizing on students’ personal interests and objectives. Simply, personalized eLearning is student-centered learning in which the learning needs of the individual become the primary focus. Furthermore, it has now been shown that when delivery of blanket content is not interesting enough or specifically relevant that learners become disconnected and uninspired or unmotivated to learn. So, the time has come for the learning department or officers to look at the individual rather than the organization as a whole differentiated and diagnostic within an individual’s personal make up as to what will make the their training program and objectives more effective.
March 29, 2016, Palo Alto, CA – Mindflash, a Silicon Valley tech start-up, was today honored as one of the 50 Best Workplaces for Flexibility in the United States by the Great Place to Work® Institute and Fortune magazine. The company, which provides the market leading next generation Learning Management System (LMS) used by organizations from Apple to UBER, was selected from a list of 500 semi-finalist companies of different sizes across a range of industries. Mindflash came in 4th on the list, and was one of only six Silicon Valley tech companies to receive this honor in the award’s inaugural year.