Employee Retention: In the modern corporate landscape, an employee’s journey is more than just a hiring process followed by years of service. It’s an intricate, evolving dance between the individual’s aspirations and the organisation’s goals. A pivotal element of this employee lifecycle is training – and not just any training, but the kind that fosters culture, unity, and growth.
In recent times, innovations like gamification and simulation-based training have emerged as game-changers in corporate training. This piece takes you on a journey through the employee lifecycle, spotlighting the transformative power of these training methodologies.
1. The Starting Point: First Impressions Matter
According to the Society for Human Resource Management (SHRM), organisations with a standard onboarding process experience 54% greater new hire productivity.
As Andrew Grant put it, “You never get a second chance to make a first impression.” The first few days are crucial for a new hire. They’re looking to understand their role and fit in. Proper orientation is essential. Organisations that have a solid onboarding process see a notable increase in new hire productivity. One way they achieve this is through simulation-based training, letting new hires experience their roles before they truly step into them.
2. The Quest for More: Beyond Basic Training
LinkedIn’s 2021 Workplace Learning Report revealed that 94% of employees would stay at a company longer if it invested in their learning.
William Pollard once said, “Learning and innovation go hand in hand.” As employees settle into their roles, they seek growth – in their positions and skill sets. Continuous learning becomes vital. A notable number of employees have expressed they’d stick around longer if companies invested more in their growth. Some leading companies, like Deloitte, have recognised this. They use gamified platforms, turning learning into a competitive yet enriching experience.
3. Adapting to the Times: Change is the Only Constant
The business world changes, and so must its employees. Training becomes a beacon, guiding employees through shifting sands. As Microsoft’s CEO, Satya Nadella, pointed out, the business future revolves around a continuous learning journey. A practical approach adopted by many companies is running simulation workshops, keeping employees updated on the latest shifts.
4. Holding Onto Talent: The Importance of Retention
A study by the National Research Business Institute states that 23% of employees leave due to a lack of development opportunities and training.
Richard Branson once remarked, “Train people well enough so they can leave, treat them well enough so they don’t want to.” The cost of losing an employee can be high. Training, especially when deeply rooted in company culture, becomes vital for retention. A significant reason some employees leave is the lack of growth opportunities. Forward-thinking companies, like Google, have turned to gamification in training, making learning not just informative but also engaging.
5. Transitioning & Legacy: The Graceful Exit
Every journey has an end. But leaving a company doesn’t mean cutting ties forever. Those departing can be ambassadors or even return later. During this phase, it’s about transitioning smoothly and leaving a lasting positive impression. A modern approach is using gamified modules during exits, turning feedback sessions into engaging conversations.
The New Age of Training: Gamification and Simulation
According to TalentLMS, 89% of learners feel they’d be more productive if their tasks were gamified.
In today’s world, gamification and simulation aren’t just fancy words. They’re reshaping how employees learn and grow. Gamification turns training into a motivating and engaging experience, tapping into our love for competition and achievement. On the other hand, simulation-based training lets employees step into realistic scenarios without real-world risks, allowing them to learn from every decision.
What’s Next: Weaving a Tale of Growth
The employee lifecycle is a nuanced narrative of personal and professional evolution. Integrating training with organisational culture, especially when enhanced by modern techniques like gamification and simulation, ensures employees not only grow but excel. As the corporate landscape continually transforms, it’s imperative for organisations to adapt and refine their strategies, ensuring their most invaluable assets – their employees – are well-equipped for the journey ahead.
MDA Training stands at the forefront of this evolution. With a proven track record in offering tailored training solutions, MDA ensures that the integration of gamification and simulation-based training is seamless, effective, and aligned with organisational goals. This isn’t just about training; it’s about crafting a future-ready workforce that embodies the company’s values, mission, and vision.
To truly understand the transformative power of these training methodologies, and to create a culture of continuous learning and growth, consider collaborating with MDA Training. Our team of expert trainers understands the intricacies of the employee lifecycle and is adept at crafting training programs that resonate, engage, and empower. Don’t let your employees just be a part of the journey. Equip them to lead it. Get in touch with MDA Trainers today and pave the way for a brighter, more productive future.
In the modern professional landscape, the concept of work has evolved beyond the traditional 9 to 5 routine. Employers and employees alike recognise the significance of crafting a workplace where belonging is a cornerstone. In this comprehensive guide, we’ll delve into 9 strategies that empower businesses to foster an environment where every individual feels valued and connected. Let’s explore effective strategies to achieve this:
1. Embrace Diversity Wholeheartedly
Diversity is more than a buzzword; it’s the cornerstone of a thriving workplace. By welcoming individuals from various backgrounds, experiences, and perspectives, you enrich your team’s collective wisdom. Encourage open conversations about differences and create platforms for sharing unique viewpoints.
Establish Inclusive Policies
In the realm of modern workplaces, crafting an environment where every individual feels a profound sense of belonging is paramount. One of the most effective ways to achieve this is by establishing inclusive policies that foster a fair and equitable atmosphere for all employees.
Creating a Framework of Fairness
Inclusive policies form the backbone of an organisation’s commitment to diversity and belonging. These policies serve as a blueprint for ensuring that every employee, regardless of their background, identity, or characteristics, is treated with fairness and respect. By setting clear guidelines and standards, you create a work environment where discrimination and bias are not tolerated.
Preventing Discrimination and Bias
Inclusive policies actively address potential sources of discrimination and bias that might exist within the workplace. Whether it’s during the hiring process, promotions, performance evaluations, or daily interactions, these policies provide a safeguard against unfair treatment. They send a powerful message that the organisation values the contributions of each individual and is dedicated to fostering a culture of inclusivity.
Equal Opportunities for All
At the heart of inclusive policies lies the principle of equal opportunities. These policies ensure that every employee has an equal chance to succeed, grow, and thrive within the organisation. This extends beyond the scope of work-related matters and encompasses all aspects of employment, including training, development, benefits, and access to resources.
Transparency and Clarity
Inclusive policies should be transparent and easy to understand. When employees are aware of their rights, responsibilities, and the organisation’s commitment to inclusivity, they feel empowered to speak up against any perceived injustices. Transparency also fosters a sense of trust between employees and the organisation’s leadership.
Collaborative Development
Crafting inclusive policies is not a one-size-fits-all endeavour. It requires collaboration and input from various stakeholders, including employees from diverse backgrounds, HR professionals, legal experts, and leadership. By involving different perspectives, you ensure that the policies are comprehensive and considerate of the unique challenges that different groups might face.
Continuous Evaluation and Improvement
Inclusive policies should not remain static. Regular evaluation and adjustment are essential to keep them aligned with the evolving needs of the organisation and the workforce. Collect feedback from employees, assess the impact of the policies, and make necessary improvements to ensure that they remain effective in fostering belonging.
2. Promote Transparent Communication
Effective communication is the lifeblood of any thriving workplace, and promoting transparent communication is an essential aspect of crafting an environment where belonging truly matters. When employees are informed, engaged, and empowered through open and honest communication channels, the entire organisation reaps the benefits.
The Power of Open Dialogue
Transparent communication is more than just relaying information; it’s about fostering an atmosphere of open dialogue. Encouraging employees to ask questions, express concerns, and share their insights creates a sense of belonging and trust. When individuals feel that their voices are heard and valued, they are more likely to be invested in the organisation’s success.
Regular Updates on Company Developments
One key aspect of transparent communication is providing regular updates on company developments. Whether it’s changes in strategy, financial updates, or shifts in leadership, keeping employees informed about significant happenings fosters a sense of inclusion. Employees appreciate being treated as stakeholders in the organisation’s journey.
Sharing Goals and Challenges
Transparent communication extends beyond positive news. Sharing both goals and challenges with the workforce creates a more authentic connection. When employees are aware of the organisation’s objectives and the obstacles it faces, they are more likely to rally together, contribute innovative solutions, and work collectively toward success.
Two-Way Communication
Effective communication isn’t a one-way street. Create platforms for employees to share their feedback, suggestions, and concerns. This could be through regular team meetings, suggestion boxes, or digital platforms. Actively listening to employees demonstrates that their input is valued and can lead to positive changes.
Transparency Builds Trust
Transparency in communication builds trust between employees and leadership. When information is shared openly, it reduces rumours, misunderstandings, and feelings of exclusion. Employees are more likely to trust decisions made by leadership when they understand the reasoning behind them.
Addressing Difficult Conversations
Transparent communication also involves addressing difficult conversations. Whether it’s discussing changes that might impact job roles or addressing conflicts, approaching these conversations with transparency and empathy is essential. By acknowledging challenges and providing solutions, you foster a culture of problem-solving and collaboration.
Technology as a Tool
Leveraging technology can enhance transparent communication. Utilise intranet platforms, instant messaging apps, and email newsletters to disseminate information. Virtual town hall meetings and video messages from leadership can also create a personal touch, even in remote work environments.
Measuring the Impact
Transparent communication isn’t just a lofty ideal; it’s a tangible strategy that can be measured. Track employee engagement, satisfaction, and the quality of internal communication. Feedback mechanisms will help you identify areas of improvement and gauge the success of your efforts.
3. Provide Growth Opportunities
In a workplace where belonging truly matters, fostering the professional growth and development of employees is a central pillar. Providing meaningful growth opportunities not only benefits individual employees but also contributes to the overall success of the organisation. Let’s explore how organisations can create an environment where every individual has the chance to thrive and advance.
Investing in Skill Enhancement
One of the most effective ways to provide growth opportunities is by investing in skill enhancement. Offer workshops, training programs, and certifications that align with employees’ interests and career paths. This not only equips them with valuable skills but also shows that the organisation is invested in their success.
Mentorship and Coaching
Pairing employees with experienced mentors or coaches can be a transformative growth strategy. Mentors provide guidance, share insights, and offer support, enabling employees to navigate their careers with confidence. This personalised approach fosters a strong sense of belonging and facilitates professional growth.
Clear Career Paths
Establishing clear career paths is essential for growth opportunities. Employees should have a transparent understanding of the potential trajectories their careers can take within the organisation. This clarity motivates them to set goals, take initiative, and continuously improve their skills.
Challenging Projects and Assignments
Assigning challenging projects and tasks that stretch employees’ abilities can significantly contribute to their growth. These opportunities not only allow individuals to showcase their capabilities but also encourage them to step outside their comfort zones and acquire new skills.
Promotion and Advancement
Creating a workplace where belonging truly matters means recognizing and rewarding employees’ efforts. Regularly evaluate employees’ performance and provide opportunities for promotion and advancement. This tangible recognition demonstrates that the organisation values their contributions and is committed to their growth.
Cross-Functional Exposure
Exposure to different departments and roles within the organisation is a powerful growth accelerator. Offer cross-functional projects or temporary rotations that enable employees to gain a holistic understanding of the business. This broad perspective enhances their skill set and prepares them for higher responsibilities.
Encourage Continued Learning
Supporting continued learning through tuition reimbursement, access to online courses, and book stipends is a testament to the organisation’s commitment to growth. When employees see that the organisation invests in their learning journey, they are more likely to stay engaged and dedicated.
Recognition of Achievements
Recognizing and celebrating employees’ achievements is a key component of providing growth opportunities. Regularly acknowledge milestones, contributions, and personal growth. This recognition not only boosts morale but also inspires employees to aim higher.
Open Dialogue on Goals
Encourage employees to openly discuss their career goals with their managers. These conversations help align individual aspirations with organisational objectives, enabling managers to provide tailored growth opportunities that match employees’ interests.
4. Celebrate Achievements, Big and Small
Recognition is a powerful tool for instilling a sense of belonging. Acknowledge achievements publicly, whether they’re major project milestones or small wins. This fosters a positive atmosphere and encourages others to strive for excellence.
5. Foster Collaborative Spaces
Design your physical and virtual workspaces to facilitate collaboration. Create areas for brainstorming, lounges for casual interactions, and digital platforms for idea-sharing. Collaboration nurtures relationships and sparks innovation.
6. Encourage Work-Life Balance
In a workplace where belonging truly matters, fostering a healthy work-life balance is essential for the well-being and satisfaction of employees. Striking the right balance between professional responsibilities and personal life not only enhances individual happiness but also contributes to a more productive and engaged workforce. Let’s explore how organisations can encourage work-life balance and create an environment where employees feel valued and supported.
Flexible Work Arrangements
One of the most effective ways to encourage work-life balance is by offering flexible work arrangements. Allow employees to tailor their schedules to fit their personal needs, whether that means adjusting start and end times, working remotely, or compressing workweeks. Flexibility empowers employees to manage their work in a way that accommodates their personal commitments.
Clear Boundaries
Establishing clear boundaries between work and personal life is crucial. Encourage employees to disconnect after work hours and during weekends. This practice prevents burnout and enables individuals to recharge, ensuring they return to work with renewed energy and focus.
Wellness Programs
Implementing wellness programs that address physical, mental, and emotional well-being can significantly contribute to work-life balance. Offer yoga classes, meditation sessions, mental health resources, and initiatives that promote healthy living. These programs show employees that their holistic well-being matters.
Unlimited Paid Time Off (PTO)
Consider offering unlimited paid time off to employees, provided that they meet their performance goals. This approach empowers employees to take time off when needed without worrying about accruing limited PTO days. Trusting employees to manage their time responsibly boosts morale and loyalty.
Remote Work Options
Remote work has become an integral part of modern work culture. Allowing employees to work remotely, whether on a full-time or hybrid basis, provides them with the flexibility to balance their personal and professional lives effectively. Remote work eliminates commuting stress and increases the time available for other activities.
Encourage Taking Breaks
Encourage employees to take regular breaks throughout the day. Short breaks boost productivity, creativity, and overall well-being. Encouraging a culture of breaks shows that the organisation values employees’ mental and physical health.
Recognise and Reward Balance
Acknowledge and reward employees who consistently demonstrate a healthy work-life balance. This recognition reinforces the importance of maintaining equilibrium between work and personal life. It also sends a message that the organisation values employees’ dedication to both their careers and their well-being.
Regular Check-ins
Managers should regularly check in with their team members to ensure they are not overburdened or facing burnout. Open conversations about workload, challenges, and work-life balance create an environment where employees feel comfortable sharing their concerns.
7. Lead by Example
Leaders play a pivotal role in shaping workplace culture. Demonstrate inclusivity, respect, and empathy in your actions. When leaders model these behaviours, employees are more likely to embrace them as well.
8. Address Conflict Constructively
Conflict is inevitable, but its resolution can strengthen a sense of belonging. Train employees in conflict resolution skills and establish procedures for addressing disagreements. This prevents conflicts from escalating and maintains a harmonious atmosphere.
9. Solicit Regular Feedback
Empower employees by seeking their feedback on workplace dynamics. Conduct surveys, hold focus groups, and implement anonymous suggestion systems. Act on the feedback received to demonstrate that their opinions matter.
FAQs
How does workplace belonging impact employee productivity?
Workplace belonging has a profound impact on productivity. When employees feel connected and valued, they are more engaged, motivated, and willing to contribute their best efforts.
Can small businesses implement these strategies effectively?
Absolutely. While the scale might differ, the principles remain the same. Small businesses can adapt these strategies to fit their size and resources, reaping the benefits of a more connected workforce.
Is the workplace solely the employer’s responsibility?
No, it’s a collective effort. Employers, leaders, and employees all play a role in creating a sense of belonging. Collaboration and mutual respect are key.
How can celebrating small achievements make a difference?
Celebrating small achievements creates a culture of positivity and progress. It boosts morale, encourages continuous effort, and shows that every contribution is valued.
What role does empathy play in crafting a sense of belonging?
Empathy fosters understanding and compassion among team members. When individuals feel understood, they are more likely to feel a sense of belonging and camaraderie.
Is workplace flexibility essential for fostering belonging?
Yes, workplace flexibility signals that the organisation values employees’ personal lives and well-being. It empowers individuals to manage their work and personal responsibilities effectively.
What’s Next?
In our endeavour to shape a workplace where true belonging thrives, we understand the power of initiating positive transformations and realising our utmost potential. At MDA Training, we’re dedicated to aiding you in this path.
The world of work is a continuously evolving environment, recently changing faster than ever before. As more organisations adopt a remote working policy, the employees who make up those organisations must adapt to being part of a virtual team.
While there are a host of benefits to working at home for both the employee and the company, it can be difficult for individuals to make those crucial connections with their co-workers when working from home.
They say trust is hard-earned, if so, how do you build trust in a virtual team during these socially distant times?
How to build trust in a virtual team
Team building activities have long been relied on as a means for team members to create bonds of friendship and develop trust between one another.
Team building also promotes creative thinking, improves communication between team members, develops problem-solving skills, and highlights strengths and weaknesses – all of which have a lasting impact on overall productivity.
Given the restrictions in place due to Covid19, the traditional away-days and challenges that companies usually adopt will be difficult to achieve.
We’re here to reassure you that all is most certainly not lost and that virtual or hybrid events provide ample opportunity for teams of all shapes and sizes to build trust between one another.
Online team building has to differ from the activities expected normally, on account of a lack of physical attendance. However, that isn’t to say that virtual versions are any less effective or engaging than in-person activities.
The keys to keeping all stakeholders invested in virtual team building activities are variety and pace. It could be easier for participants to take a backseat or lose interest when they’re used to the pressure of being there in person, so by keeping virtual team building games diverse and relatively fast – you can ensure maximum engagement.
Why leverage virtual team building in your organisation
Virtual team building activities have the same objective as their traditional counterparts; place a group of relative strangers in a compromising situation, so that they have to work together to solve the task.
In doing so, team members learn to rely on each other outside of the context of ‘work’. By working with their co-workers in an informal setting, trust is nurtured, and friendships created.
These relationships can then be relied upon in the workplace, increasing team efficiency and productivity for business leaders, as well as improving job satisfaction for employees.
Feeling like ‘part of the team’ is perhaps more critical now than ever before. With more of us feeling isolated in our everyday lives as well as our working ones – promoting a feeling of inclusivity is an effective way to combat the feelings of loneliness that many of us have suffered from in recent months.
How remote working has changed the traditional ‘corporate’ team
Throughout last year, all manner of businesses were coerced into adopting a remote working policy. Initially out of necessity, as the coronavirus pandemic restrictions put the breaks on the infrastructure in which we all rely on.
But as the year progressed, many companies began reporting impressive statistics relating to productivity and workforce efficacy.
There should be little surprise that employees would prefer to work remotely when both the convenience and financial savings on offer are considered.
How online virtual training differs from traditional in-person training
As more teams are becoming increasingly virtually-based, it seems only natural that workplace training and development would move further online as well.
Here at MDA training, we have leveraged virtual elements within our training for over thirty years. Our experience in traditional in-person events has enabled us to create both hybrid and completely-virtual training courses that can be adapted to suit a wide variety of training requirements.
The difference between in-person and virtual training is simple. The latter is viewed through a screen whilst the other is physically attended.
Compared to traditional methods, the benefits to online learning are plenty and well documented, like convenience and efficiency, increased information retention, and improved productivity.
By taking an experiential approach to the courses that we provide, we create highly immersive experiences for our learners that offer equally as much if not more opportunity to put their learning into practice.
We do this by implementing digital business simulations. These are carefully crafted, sector-specific activities designed to test the main learning objectives of each course purposefully.
We’ve talked at length about the benefits of business simulations on the MDA blog before, whatever your industry or sector – we have a tailored solution to test your employees’ learning.
Through utilising the most up-to-date video conferencing software, combining with expertly crafted content, led by thought-leaders and industry experts – we were able to transform the way hundreds of businesses trained their staff throughout 2020.
Our approach enables teams to build trust within their activities, learn new skills, and apply knowledge to be used in the workplace.
Though the face of business is undergoing massive change, with remote working policies and teams connected only by virtual means – we’re here to prove that this is an opportunity, not an obstacle for your business in 2021.
Despite the distance between us all, we’re confident that our training and team building methods will bring your people together. For more information, get in touch with the MDA team today.
In such a short amount of time, virtual communication and video conferencing have become such a huge part of the professional world globally.
It doesn’t take long to figure out that this is a direct result of lockdown and social distancing measures enforced by governments in the majority of countries worldwide.
While employees would usually travel across cities, countries and continents to meet with clients and business associates, it is now much more common to log onto Zoom and carry out business this way.
While video calls provide a quicker and simpler way to communicate, they should be treated with the same level of professionalism as a meeting in person would be.
After all, employees are still representing their company, meaning that internal and external communications with clients, customers or stakeholders, for example, are crucial, especially with so much business disruption of late.
To help employees improve their presence and surroundings on video calls and virtual conferences, we have put together three useful tips to implement into a daily routine below.
1 Create the best environment
A typical meeting environment is set up to accommodate all parties within the meeting. Each individual is given their own seat and space, usually facing the person who will lead the discussion.
The difference with video conferencing, however, is that each participant will be attending the meeting from vastly different locations and environments.
If you are presenting or pitching in a meeting, you want to ensure that you are creating the best environment for your audience to be able to see and hear you, as well as being able to communicate with you easily.
Best practices for setting up a professional environment for virtual calls include:
Adding lights or lamps to your desk so people can see and read your facial expressions clearly
Adjusting your audio settings so you can be heard loud and clear
Curating a professional background in your home or office
Eliminating distractions when on video calls.
2 Pitch and present with confidence
Pitching and presenting virtually is something that will be familiar to many senior employees. However, now that the majority of the workforce is expected to communicate via video, presenting to a digital audience will be new and unnerving for so many.
We have previously discussed how bankers can pitch and present virtually with confidence, highlighting that the following must be prioritised:
While video conferencing is more difficult in terms of conveying key messages and feelings by reading body language, it is still possible to create an impact using facial expressions matched to the specific topic.
3 Manage your meetings effectively
In a typical office meeting, the individual presenting will stand in front of a screen or board, lead the meeting and present in this way.
With video calls, things like sharing screens and documents before and during the meeting are crucial. To manage a video conference or presentation effectively, it is important to ensure that everything is in place and ready beforehand.
In addition, it is a good idea to try and make the meeting as interactive as possible. Much like a meeting in person, questions and discussions will form a large part of any virtual meeting, meaning that managing the situation is still very much important.
MDA Training’s approach to presenting in a virtual environment
Our practical, engaging virtual workshop blends facilitator-led inputs with interactive exercises to give participants practical tools and tips that they can apply when partaking in a video conference or presentation.
Focused around five key areas including knowing your venue, welcoming clients, managing meetings, presenting with confidence and virtual forum theatres, our programmes are designed to give your people the chance to massively improve their virtual communication skills.
After several months in lockdown and growing uncertainty about the future of the UK economy, many businesses are now beginning to integrate their employees back into their typical working environment.
In particular, leading banks across the country are putting plans for the safe return to work in action for a large number of their workers, including call centre employees and other operational staff members.
While returning to the office is a step in the right direction, it is important to remember that we are still living through a pandemic, and that fear and uncertainty are still very much a part of everyday life.
To ensure that banking employees make their return to work as seamless and as safe as possible, we have put together three useful tips below.
1 Embrace the new normal
The phrase ‘new normal’ has been bandied around a lot over the last few months, and it appears that we are now beginning to see it put into action.
We have previously discussed wellbeing tips when working from home, as well as how to deal with stress and the uncertainty of change. For bankers who typically work in densely populated office spaces, normal things such as taking the lift or gathering in meeting rooms are going to be vastly different.
In addition, different employees are going to have vastly ranging viewpoints on things like best practices in the new workplace.
The key is to respect one another and embrace new processes and surroundings to make it easier for everyone through effective communication and consideration.
2 Continue prioritising virtual communication
If the coronavirus pandemic has taught us anything about virtual communication and video conferencing, it is that meetings can adequately be conducted using digital mediums.
Particularly in banking, where employees would travel across the world to attend meetings and conferences, it is likely that we are going to see a permanent shift towards video calls and virtual meetings due to their efficiency and low cost.
In our previous blogs about virtual communication, we have discussed how to pitch and present with confidence as well as building client relationships virtually. Despite returning to the office, employees should continue to practice their digital communication skills as this will continue to form the basis of meetings for the foreseeable future.
At MDA Training, we are continuing to provide virtual training for leading banks across the world. Available either to enhance an existing programme or as a standalone solution, we focus on areas including early careers development, technical credit skills and pitching virtually. For more information, visit our training for the banking sector page.
3 Prioritise mental wellbeing
As banks enter the next phase of returning to somewhat normal working life, it can be easy for employees to feel anxious and nervous, both about their surroundings and the difficult few months ahead for the sector.
In the coming months, employees need to maintain a positive work/life balance, communicate any issues or problems that may arise and utilise the available support from within the bank. Without this, morale and productivity are likely to drop even if employees are back at work.
For leaders, ensuring that employees have the tools they need to succeed and are comfortable in their new workplace surroundings is crucial and may prove to be the biggest test of their management capabilities so far.
For more information on our employee wellbeing tips during COVID-19, please click here.
FOR VIRTUAL TRAINING PROGRAMMES THAT DRIVE POSITIVE ORGANISATIONAL CHANGE FOR BANKS, CONTACT MDA TRAINING TODAY.
At this time of the year, our specialist consultants would usually be flying across the world, delivering in-house, experiential learning solutions for graduates, interns and new hires alike.
Although this is of course not possible due to the coronavirus (COVID-19) pandemic, we firmly believe that learning and development should not be paused in the age of remote working.
While we are unable to deliver classroom-based solutions, we have adapted to meet the needs of the remote workforce, including the upcoming generation of graduates.
By combining our extensive knowledge of graduate training programmes over the years with our digital learning solutions in place for the banking, asset management, insurance, service and manufacturing industries, we have been able to create online solutions that ensure graduate development does not become an afterthought.
The importance of continuity in graduate development
While these drastic measures will have been taken by business leaders to ease further financial burdens, as well as considering the limitations of no-contact training, it will provide significant shortcomings in the long run, ultimately harming continuity.
Without careful consideration of how best to develop and upskill the next generation of employees, and in some cases, leaders of the business, operations will inherently suffer, especially when competitors are putting plans in place to secure and train the most talented individuals.
MDA Training’s approach to graduate training during COVID-19
Despite the ongoing challenges that COVID-19 is posing for our business and other businesses around the globe, we have hosted several digital workshops and programmes for graduates and interns, and thus far have received excellent feedback.
Based on the same principles as our classroom-based learning solutions, we are able to embed key messages and prepare graduates for the demands of their chosen industry.
Our programmes are delivered through a range of e-learning and virtual learning methods, all of which are designed to ensure that employees can excel within their roles.
Now more than ever, it is critical that young employees possess an expert understanding of both the business they are to join, as well as the wider industry in order to do their bit to carry the company through this difficult period.
DON’T LET CORONAVIRUS LIMIT YOUR TRAINING PLANS. FOR GRADUATE TRAINING PROGRAMMES THAT ENSURE A SIGNIFICANT RETURN ON INVESTMENT, CONTACT MDA TRAINING TODAY.
The insurance industry is facing mounting pressures to change policies, review premiums and address the coronavirus (COVID-19) pandemic head-on in terms of financial backing.
In light of the extensive support laid out by the UK Government, including various loans and the increasingly popular Job Retention Scheme, many have called on the insurance industry as a whole to react in a similar fashion, in light of mass cancellations and the disruption of life as we know it.
The reality is, however, that a private sector like insurance cannot be relied on to provide such a large amount of support at such short notice. If insurance businesses relaxed their policies this much, the entire industry would become insolvent.
This doesn’t mean that insurance companies do not have a part to play in managing how individuals and businesses will bounce back from this pandemic.
On the contrary, insurance companies have a duty to implement strategies, develop plans and deliver them adequately in order to meet rising demands.
One way in which to achieve this is by prioritising effective business management.
The importance of business management in insurance
The majority of insurance businesses will now hopefully be set up in a way that conforms to specific regulations and data protection laws, as well as managing to work at the most productive level possible in line with increased demand related to:
Nobody could have imagined the scale of damage that this crisis would cause, meaning that plans in place need to consider the change of long term priorities, a sustained resource planning strategy, a review of compliance and risk policies, and much more.
Here at MDA Training, our consultants are working to provide digital solutions for insurance companies throughout the coronavirus pandemic.
With business continuity at the core, our programmes are designed to give employees a developed understanding of the current market conditions, as well as how the business is run.
We utilise digital learning, e-learning and microlearning as part of our programmes for the insurance sector.
From an introduction to reinsurance to improving communications and shining the spotlight on Solvency II and IFRS 17, we are able to embed and sustain key learning back into the workplace.
It is safe to say that nobody could have accurately predicted the impact that COVID-19 would have on both our lives and livelihoods.
As we all know, the pandemic has caused widespread upheaval in our working lives – many teams are now facing an indefinite period of working from home, and leaders are still facing ongoing challenges with productivity and communication.
Of course, working from home isn’t without its flaws. And, while many will have settled into the working from home life, others may still be struggling. As we’ve said in the past, protecting employees’ wellbeing during this time will be essential to maintain productivity.
With this in mind, we’ve put together some of our best ways of improving communication methods between employees while everyone is working from home.
Establishing a new ‘normal’
Like it or not, virtual communication is the new normal – and, without regular interaction between teams and leaders, organisations will cease to function correctly.
It’s also worth noting that the procedures that were in place before the coronavirus outbreak will not be useful now. Gone are the days of sending a weekly email – you need to be able to ensure that your teams have access to factual communications and the guidance they require to continue working from home efficiently.
The Global Work-from-Home Experience Survey revealed that many (61%) of workers were equally as productive working from home as they would be in the office. By increasing virtual communication channels, and pushing for more informal chats between workers and their managers, employees should be able to feel like they are part of a team, even when they’re working alone.
Utilise the collaborative power of social media
During these times, social media can play a vital part in keeping teams engaged, while also lifting morale.
As our desire for social interaction has understandably increased, an increasing number of programmes have sparked our interests.
Believe it or not, we have been in lockdown for almost seventy days. And, as there seems to be no end in sight to working from home, there is a risk that individual workers may start feeling disconnected from the rest of the team, or worse, totally isolated.
Not only can this harm mental wellbeing, but it will also hurt performance and productivity.
Thankfully, there are ways to combat this. By coordinating employees’ calendars, highlighting birthdays (or other events), or sending daily motivational messages, you can encourage your teams to interact with each other online, without it seeming too forced.
Here at MDA Training, we are continually developing our learning programmes to suit different working environments. Many of our services have been adapted to suit the needs of the remote workforce, especially when it comes to developing the skills of new hires, graduates, and interns. To find out more about this, view our online resource centre ‘LearningLab’.
For more information about how we can provide digital learning solutions for your remote workforce during the ongoing COVID-19 pandemic, contact MDA Training today.
As we continue to live in a world where businesses are in disarray, public spaces are closed, and most of us spend the majority of their time indoors, there is no doubting the fact that corporate sectors are facing their biggest crisis in years.
Financially, this has led to culls in budgets across businesses of all sizes, from SMEs to multi-national, blue-chip corporations.
One area that some companies will be looking to reduce, or even ‘pause’, is learning and development.
For now, businesses will have hopefully taken steps to conserve as much cash flow as possible, protect the safety and wellbeing of employees, and setup (as best they can) for remote working in the coming months.
With all this in place, ensuring that the entire workforce, from the top-down, is able to carry out their role is paramount. One way in which to achieve this is by restructuring and improving learning and development.
There will ultimately be two types of reactions to this crisis from a learning and development perspective. These are:
Freezing L&D funding for short-term savings
Use this time as an opportunity to improve operations and adjust to the new ‘normal’.
The businesses that act now and prepare their workforce (both from a leadership and broader employee perspective) for the future will be the ones that gain a competitive advantage and ensure continuity.
Learning and development for leaders in the workplace
While leaders will be continually expected to develop their skills in order to best manage the needs of the workforce, few would have predicted or even prepared for the challenges that they are going to face following the coronavirus pandemic.
Not only will leaders be required to make difficult and important decisions in the near future, such as furloughing employees and conserving cash, they will also be responsible for maintaining operations when the business starts to recover. The question is; are these leaders well-prepared for this?
For those currently in charge of a depleted and potentially demotivated group of employees, effective learning and development for leaders can be critical in steadying the ship now, and sustaining operations when things start to pick up again.
Learning and development for the wider workforce
The majority of businesses across the world will have learning and development programmes and courses in place to cover all aspects of their business, from graduate training to commercial skills development. During this crisis, however, many companies will either halt or cancel these.
Throwing away progress like this can prove to be extremely detrimental to the business in the long term, and should be avoided at all costs.
Instead, business leaders should look towards infusing agile learning and implementing digital solutions to ensure that any training does not go to waste.
Mental health awareness has been a large part of employee wellbeing throughout this pandemic so far, and with so many people feeling anxious and unproductive, introducing that familiarity in terms of training and learning can serve to boost mental wellbeing and help employees to feel like they have a real purpose once again.
In addition, introducing digital learning for remote workers can help prepare employees for the future of the business when this is all over, as well as new outcomes and processes long term.
While training cannot be conducted in the classroom currently – there is no reason why learning and development has to stop altogether.
Here at MDA Training, we are hard at work developing digital solutions for remote workers to help strengthen communication networks, embed key messages and ensure business continuity during these challenging times.
Drawing on innovative methods like e-learning and microlearning, our programmes serve to engage and motivate employees, thus helping them to make real improvements both now and in the future.
There is far more to be lost in abandoning learning and development for the sake of short term financial gain. In focusing time and effort on the right solutions, the progress made towards ensuring continuity throughout the business is more likely to be salvaged.
As for business leaders, the importance of developing people management skills is arguably more important now than it has ever been, as judgement will be made on how the business was run during the worst of times.
Now that a significant number of the UK workforce are working from home as a result of the ongoing COVID-19 crisis, the remote policies and strategies set out by businesses across the UK and beyond will be put to the test more than ever.
For so many companies, this will be the first time where a majority of the workforce will be required to carry out their roles and responsibilities outside of the office.
While this time will serve for some to highlight the adequate support and strategies in place to facilitate remote working, some businesses will inherently suffer in terms of productivity and performance due to a lack of preparation.
While no-one could have predicted the widespread impact of this pandemic on the average workplace, it rings true that the businesses who have prepared for a remote working situation will fare much better than businesses who have not.
With this in mind, here are four statistics on remote working that you need to be aware of:
1. 68% of businesses in the UK reported having a ‘flexible workspace policy’
While this statistic can be varied in the sense that some businesses will have more flexible workspace policies than others, the fact that the UK lies above the global average highlights how flexible working is not lost on the UK professional world.
With so many businesses reporting that they are flexible in their policies, the implementation of remote working across the board should be something that can be managed and maintained for an extended period.
2. 82% of remote workers report lower stress levels
The lack of a busy morning commute, working in comfortable surroundings and having less distractions are all reasons why a typical remote worker is likely to be less stressed than if they were to work in an office every day.
3. 56% of employees believe that managers need to adapt their skills to manage a remote workforce
The decision to advise businesses to set up remote networks and continue their operations from home was one that will have definitely shocked the system for many businesses, and in turn, many managers.
With so many employees stating that their managers need to adapt their skills, this pandemic can serve as an opportunity to learn and implement skills in order to manage the workforce more effectively both now and in the future.
4. Companies that allow remote working have a 25% lower employee turnover those that do not
A study conducted by Owl Labs highlights a significant gap in business turnover between those who offer remote working and those who do not.
Employee wellbeing is more important to business continuity right now than ever before, and businesses should take note of this.
