People Development

Employee departures are a natural part of any organization's life cycle. People choose to move on from their jobs for various reasons —  for personal growth, new professional opportunities, or even retirement. It’s the circle of (business) life.  

That said, some exceptional employees definitely leave a void that's hard to fill. You know the ones. They're not just great at their job — they're valuable members of your team and work culture. And while the thought of them leaving is not something you’d want to think about, you should. At the very least to have a plan for their eventual exit. Preparation for the unexpected is essential. 

This is where succession planning comes in. 

Understanding succession planning 

First, let’s define succession planning. Succession planning is a strategic HR and management process that identifies and develops employees that promise the potential to fill key positions within an organization.  

While succession planning is often associated with leadership and executive roles, it's just as important for key positions at any level. Effective succession planning ensures that when a valuable employee departs, their departure doesn't create a significant disruption in operations. Sort of like having a fire exit strategy — should an undesirable situation happen, there’s no need to panic as the path to safety is clear, and a few fire extinguishers are at the ready. 

The importance of succession planning in context 

Let’s give succession planning more context. 

Take Marshall, head of your marketing department. He's been with your company for the past 5 years and has played a pivotal role in its success. Marshall is more than just an employee, though. He's a mentor, a leader and a driving creative force behind the most successful marketing campaigns. But Marshall has decided to make a switch — he’s starting his own pottery business as part of his semi-retirement plan. And now, you're faced with having to fill his big shoes. 

This is where succession planning becomes critical, as there’s a right way to go about these things. Without having a plan in place, you could find yourself scrambling to find a suitable replacement. This can lead to hasty hiring decisions, where you hire and train someone that’s not the right fit. Or, this could further decrease team morale and potential disruptions in your marketing efforts because Marshall’s replacement doesn’t just affect HR — it affects everyone above and under him.  

A succession planning strategy allows you to identify and train an adequate successor, ensuring a smooth transition when Marshall eventually leaves. 

Now that we understand the real-life relevance of succession planning, let’s break down how you can implement this strategy within your own organization. 

Key steps in succession planning 

From establishing a well-defined timeline to cross-training, each of the below steps contributes to a succession plan that minimizes disruptions and maximizes the good continuity of workflow: 

• Create a Timeline: Similar to having SMART goals, you want to make sure you have eyes on every hiring and training milestone needed, working backwards from an employee’s last day. 

• Identify Key Roles: Start by identifying the more critical positions within your organization. What defines critical positions? Usually, these are roles that, if left vacant, would significantly impact your operations and other employees, like managers and directors. 

• Assess Current Talent: Evaluate your current employees to identify individuals with the potential to step into these critical roles. Look for soft skills and qualities like leadership skills, adaptability, and a willingness to learn and grow into new responsibilities. These employees are potential successors. 

• Develop a Talent Pipeline: Once you've identified potential successors, create a development plan for each of them. This might include additional training, mentoring or specific assignments to prepare them for future leadership roles. 

• Cross-Training: It’s important not to gatekeep crucial business knowledge or the fundamental understanding of what each role handles. So encourage cross-training among your team members, and this not only helps individuals develop new skills but also ensures that multiple employees can step in if needed. 

• Regularly Review and Adjust: Finally, remember that succession planning isn't a one-time task. It's an ongoing process that should be reviewed and adjusted as your organization evolves and employee skills develop — and learn from past succession plans. 

Benefits of succession planning 

The benefits of implementing a succession planning strategy contribute to an organization's success in ways. It ensures smooth transitions for employees leaving, promotes employee development, boosts talent retention, enhances leadership and reduces recruitment costs. 

• Smooth Transitions: The most apparent benefit of succession planning is that it ensures smooth transitions when key employees leave their positions. Succession plans minimize disruptions to business operations and other employees’ workflows. 

• Employee Development: Succession planning provides a clear path for employee development by offering opportunities for growth and advancement. Plus, when employees feel they get a chance to step into success, they're more likely to stay engaged and committed to their current and future roles. 

• Talent Retention: Trickling down from employee development benefits, knowing that their organization is invested in their growth and development can be a strong retention tool too. Employees are more likely to stay when they see a future for themselves within the company. 

• Improved Leadership: By developing internal talent for leadership roles rather than seeking external talent to fill vacant roles, you're more likely to have leaders who are already familiar with your company's culture, values and processes — leading to more effective leadership. 

• Cost Savings: Recruiting and onboarding new employees can be expensive and time-consuming. That said, it is even more so when recruiting externally. Succession planning can help reduce these costs as it looks to promote from within. 

Challenges of succession planning 

While succession planning offers numerous benefits, it's not without its challenges.  

One common challenge is identifying the right talent for key roles. Sometimes, the best person for the job might not be obvious, and it takes time and careful assessment to identify potential successors. This is where data-driven insights from skills-mapping can help. 

Another challenge is resistance to change. Employees might be comfortable in their current roles and weary of taking on additional responsibilities. Does this stem from a lack of training or of motivation? Effective succession planning involves addressing this resistance and providing the necessary support and incentives for employees to step up. 

Technology to master succession planning  

In today's digital age, there are so many tools and softwares available to streamline succession planning. These solutions can help you better track employee development, identify skills gaps, and create detailed succession plans. Workleap LMS, for example, offers a Learning Management System (LMS) that can be a valuable asset in your succession planning efforts. 

User-Friendly and Interactive Learning Plans 

With Workleap LMS, you can create customized learning paths for your employees, ensuring they acquire the skills and knowledge needed for future leadership roles. It also offers features like performance tracking and reporting, making it easier to assess your employees' progress. 

Ensuring a seamless future with Workleap LMS's succession planning tools 

Succession planning is not just about preparing for departures — it's about ensuring the long-term success and sustainability of your organization as a whole. By identifying and nurturing future leaders within your team, you're not only future-proofing the risks associated with key employee departures but also fostering a culture of growth and development amongst your existing staff. 

The one thing you don’t want to do is wait until a key employee decides to leave to think about succession planning. Then you’ll be scrambling! So start building your succession planning process today with Workleap LMS's comprehensive suite of tools and features, to ensure your organization continues to thrive, even in the face of significant personnel changes.  

Request a free demo today! 

Compliance management might sound complex, but it's an essential aspect of keeping your organization on track. 

In this article, we'll break down the key elements of compliance management and practical hacks to make it effortless and sustainable. So read on! 

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Understanding compliance management 

Compliance management ensures that your organization follows all applicable laws, regulations, and industry standards. It's about avoiding legal troubles and financial penalties, as well as maintaining a good reputation. 

{highlight}Based on your industry, compliance protocols will vary.{highlight}

For example, tech companies comply with data protection laws like GDPR and PCI DSS — their compliance tools secure data, perform audits, and report breaches.  

Within the manufacturing sector, companies comply with quality, safety, and environmental standards. Their compliance systems ensure adherence to ISO and other manufacturing requirements. 

Why is compliance important? 

Compliance isn't just about avoiding trouble — it's also a critical component of good business practice. It helps you build trust with customers, partners, and investors, and it can give you a competitive edge in your industry.  

{emphasize}Pro tip: Advertising your compliance commitment, policies, and processes on your company website showcases transparency and helps earn trust.{emphasize}

Common compliance challenges 

Compliance management can be challenging, especially for growing SMBs. Some common challenges include: 

• Keeping up with ever-changing regulations 
• Managing complex documentation 
• Facilitating and tracking employee training

{highlight}And as businesses grow, compliance becomes even more complex.{highlight}

Take Habitat Manufacturing, a growing US-based company that recently opened multiple locations nationwide. Due to different regulations in each state, managing compliance instantly became more complex. It also became challenging to ensure the high volume of new hires were up to speed on their training.

{emphasize}Many organizations choose to hire external experts to help them with compliance management. Why? It saves you time and resources. Plus, you won't have to worry about making costly mistakes. (More on this later!{emphasize}

4 hacks for effortless compliance management 

From creating centralized repositories to leveraging the power of technology, there are key strategies that can revolutionize your approach to compliance: 

• Centralized compliance repository: One of the most effective hacks is creating a centralized place for all compliance-related documents and information. This makes it easy to access what you need when you need it. 
   
• Regular training: Your employees must understand their roles in maintaining compliance. Regular training through a Learning Management System can make this work much easier.
  
  Learning Management Systems (LMS) help deliver, track, and monitor employee training, including compliance policy segments — which is especially important for remote teams. 
  
• Automation tools: Investing in software can be a game changer for compliance management. They can help automate many compliance tasks, such as document tracking, reporting, and updating.  
   
  Incorporating LMS software can also centralize information and ensure existing employees and new hires are up to speed on compliance policies via an easy, interactive training platform. 

• Compliance audits: Conduct regular internal audits to proactively identify and address compliance issues. Think of it as a checkup for your organization's health. It’s also a good idea to bring in an external, third-party expert specialized in your industry for extra objectivity.

{emphasize}Love the idea of centralizing and automating your compliance training under one LMS platform? Check out Workleap LMS.{emphasize}

3 benefits of effective compliance management 

Compliance management provides significant advantages to companies across industries:

• Reduced risk: Compliance means fewer errors and oversights, which reduces legal risks and financial penalties. 

• Enhanced reputation: Consistently meeting compliance standards builds trust with your stakeholders, enhancing your organization's reputation. 

• Better decision-making: Compliance management provides better insights into your organization's operations, leading to informed and strategic decision-making. 

Mastering compliance management can provide your business with a competitive edge, save you money in the long run, and help you make better decisions. It's a vital aspect of modern operations, so the right setup is something to prioritize. 

{highlight}And with streamlined processes and tools, top-tier compliance management has never been easier.{highlight}

How to maintain your compliance standards

Compliance isn't a one-time effort — it's an ongoing commitment that your organization will always meet the rules and requirements.  

Rules can change quite a bit, so it's crucial to stay informed about any changes in law and regulations to keep operations running smoothly. There are many easy ways to keep your finger on the pulse of your industry, like signing up for industry newsletters, joining groups, and attending relevant meetings or online events. 

Regularly reviewing your compliance management processes is another way to ensure they're still effective. What worked five years ago may not work today. When rules change, your organization might have to change. And your employee training will need updating, too. 

Being flexible is also super important in compliance management. If new rules surface or the industry changes, you need to be able to adapt.  

Lastly, compliance can get complex, which is why there are consultants and legal experts to lean on. Seeking expert support will provide valuable insights to maintain good compliance. 

Incorporating these principles into your compliance management strategy will contribute to the sustained success of your organization in meeting and exceeding compliance standards. 

Workleap LMS: Your solution for effective compliance management 

Mastering compliance management doesn't have to be a daunting task. By implementing the right strategies and tools, you can effortlessly maintain compliance. And a big part of that begins with a strong compliance training system. 

Workleap LMS offers a range of solutions to simplify compliance training and policy updating for your employees across your organization — with live classes, asynchronous courses, a learning management dashboard, and more. 

Interested? Speak to one of our experts to see how Workleap LMS can help enhance your compliance management processes.

Your company's next influential leader may be right under your nose — within the very walls of your organization. Yes, there are many hidden gems within your internal talent pool. As an HR manager, your priority is to discover and unlock this potential. 

In this article, we'll explore why cultivating leaders internally is not just practical but also a game-changing strategy — and how to tap into this goldmine of leadership using a Learning Management System (LMS) like Workleap LMS.

{emphasize}What's in this article

• Hiring externally vs. promoting internally
• The benefits of cultivating your leaders
• 4 steps to developing internal talent
• Unleash leadership potential with Workleap LMS{emphasize}

Hiring externally vs. promoting internally

One of the most common misconceptions in the corporate world is that influential leaders always come with impressive CVs from external sources. While these leaders can certainly bring valuable insights and a fresh “outside” perspective to the culture of a business, overlooking the potential within your own ranks can be a missed opportunity. 

Let’s take a look at a real-life scenario… 

Meet Rhea. Rhea is a diligent and committed project manager in a fast-growing tech startup. She loves her job and knows the company's vision, culture, and goals like the back of her hand. She's got a knack for rallying her team, her colleagues trust and respect her, she often brings innovative solutions to the table, and she’s usually the one behind the company’s most successful projects.

The foundation for excellent leadership is there — product knowledge, stakeholder trust, creative solutions, and tangible impact. So when the next leadership role opened, the startup execs promoted Rhea. And she was able to deliver value right away.

{emphasize}Psst! Workleap LMS can help you transition employees to a leadership role. Keep reading to learn how.{emphasize}

The benefits of cultivating your leaders

Organizations that focus on developing leaders internally gain advantages. It's not just about saving on recruitment costs, it's about creating a culture of growth, excellence, and loyalty. When you source leaders from within your business, you benefit from: 

• In-depth knowledge: Existing employees already deeply understand your company's values, culture, and processes. They know team goals and dynamics and have established relationships with colleagues, which means they can hit the ground running when stepping into leadership roles. 

• Boosted morale: When employees see you invest in and promote their colleagues, you send a clear message that your organization rewards loyalty and hard work. This boosts morale and inspires others to also grow in the company. It makes them think: Hey, if Rhea was internally scouted for a promotion, so can I!

• Cost savings: Hiring externally, especially in leadership roles, comes with hefty recruitment costs and requires more time to filter, evaluate, and interview candidates. And then, once you hire them, they need more time to get up to speed — making their onboarding longer, more comprehensive, and yes, more expensive. If you hire internally, you skip most of that, saving you time and money.

4 steps to developing internal talent

So, what can you do to unlock your talent pool and prepare the next generation of influential leaders? Follow these four steps! We'll also share tips on how to make this work even easier using Workleap LMS.
 

1. Identification: The first step is to identify employees who demonstrate leadership potential. Look for qualities like a strong work ethic, adaptability, excellent communication skills, and a desire to take on more responsibility.  
   
   Workleap LMS can help you identify star talent through data-driven insights — like who scores the highest on quizzes, puts in extra hours with training, and completes tasks on or ahead of time. 
2. Training and development: Once identified, these potential leaders need a structured training and development plan. This might include mentorship programs, leadership training courses, or stretch assignments that challenge their skills. 
   
   Workleap LMS makes it easy to create structured and personalized training and development plans for onboarding or learning new skills. The online platform is very interactive and accessible, making it a hit among employees, too.
3. Feedback and evaluation: Regular feedback and evaluation sessions help future leaders understand their strengths and areas for improvement. Constructive feedback guides them on their leadership journey. 
   
   One of the best parts about Workleap LMS is that you can monitor all employee progress from a single dashboard. The learning management features keep things neat, organized, and clear! 
4. Hands-on experience: Nothing beats real-world experience. Encourage potential leaders to take on leadership roles in projects or teams, allowing them to apply their skills practically. 
   
   With Workleap LMS, you can invite partners and other leaders to share their knowledge and collaborate on creating training content — from live virtual classrooms to in-person courses. 

Unleash leadership potential with Workleap LMS

Unlocking internal talent is not just a cost-effective strategy. It's also a key way to maintain the growth and success of your workforce.

So, as you start scouting for your next influential leader, don’t go looking too far — search among your ranks. And leverage Workleap LMS data-driven insights and user-friendly features to identify and train the ones that shine. 

The future of your company's leadership might just be a few courses away! 

As a manager, your influence extends far beyond traditional boundaries. You're not just directing work and making key decisions – you're also a driving force for helping your team learn and grow. In this article, we delve into the concept of budgeting time for both learning and teaching and how it can empower managers to optimize employee workloads, nurture growth, and elevate team performance.

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What's in this article

• Understanding the dual role of manager: Facilitators of learning
• Allocating time for learning
• The impact of teaching: Strengthening understanding

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Understanding the dual role of manager: Facilitators of learning 

Part of being a leader means you are a facilitator of growth. They have the responsibility of supporting and optimizing the skill development of their teams. Embracing this means realizing that employee learning isn't just another task; it's a vital part of fueling creativity and motivating employees.

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Workleap LMS empowers managers with its Learning Management System, allowing you to monitor and parameterize your team’s progress to optimize learning paths under one roof!

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Allocating time for learning

Time is your most precious investment and the currency that shapes success. Just as financial budgets allocate resources, budgeting time allots dedicated periods for learning.

When you plan time for learning moments, you’re helping your team set aside specific parts of their days to build their skills and confidence. This way of using your time doesn't just make you and your team sharper, it also makes your team stronger and ready to face new challenges. So, think of it like this: by planning your time well for learning and teaching, you're opening the door to a whole new way of making your team awesome. It’s a guaranteed ROI.

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Skill and engagement boost: Almost everyone (92% of employees) said that well-planned employee training programs affect their level of engagement for the better!

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Microlearning: Bite-sized wisdom

Time-crunched? Think of microlearning as your snackable knowledge boost. Microlearning lets employees consume bite-sized wisdom at a time that’s convenient for them.

Here are a few examples of micro-sized learning: 

• Quick Videos: Watch a 5-minute video explaining a specific concept or skill.
• Mini Quizzes: Take a short quiz to test your understanding of a recent topic.
• Infographics: Glance through an infographic to quickly grasp key information.
• Short Readings: Read a brief article or blog post that explains a single idea.
• How-To Guides: Follow a step-by-step guide to learn a new skill in just a few minutes.

Remember, these micro-sized learning moments might be small, but they add up over time, helping you build your knowledge and skills without taking up too much of your day. 

Whether it's a tutorial during a coffee break or a swift quiz before lunch, these little nuggets of learning can have a big impact on productivity and engagement.

Collaborative learning: Team intelligence

Tap into your team's collective brainpower through collaborative learning circles. These moments are like mini get-togethers where team members share ideas and chat about things they've learned to do even better in their work 

Examples of collaborative learning:

• Weekly team wrap up: A regular meeting to debrief on the week, and where team members can update each other on their challenges and achievements to prompt ideas and discussion.
• Learning lunch: An informal moment where employees take turns each week to share their knowledge about something they think their colleagues might benefit from — this could be directly related to their role or complementary, like sharing their personal time management tricks.
• Professional clinic: An open-door hour every week where colleagues can pop in to share an issue or blocker they are having, and attendees can share ideas on how to help them.

Neglecting learning: A risk to growth

Failing to prioritize learning isn't just a missed opportunity – it can lead to a standstill for individuals and the entire organization. When learning takes a back seat, employees might find themselves stuck in outdated routines, limiting their personal and professional growth. This stagnation can ripple through the organization, affecting innovation, adaptability, and overall progress.

By not investing in continuous learning, both employees and the company risk falling behind in a rapidly changing world. So, making learning a priority isn't just a nice-to-have — it's a crucial step towards keeping everyone on a path of growth and success.

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Learning to reduce turnover: 40% of employees who do not receive the necessary job training to become effective will leave their positions within the first year. But there’s good news: research shows that retention rises by 30-50% for companies who nurture a strong learning culture.

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The impact of teaching: Strengthening understanding

When you step into the role of a teacher, you're doing more than just explaining things – you're helping your team really grasp and absorb what they're learning.

By setting aside specific times for teaching, you're making sure to be available for your team and to not lose focus on the importance of learning. Dedicated time ensures you have the presence to guide them through important topics, answer their questions, and help them truly grasp the material. As a result, their skills and confidence will sky rocket, leading to increased engagement and better performance overall.

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Raising up the entire organization one employee at a time: 9 out of 10 managers agree that training has a big impact on how productive and loyal employees are. 85% also think it's a key driver of the whole organization's growth.

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Remember, when you step up and become a teacher for your team, you're not just helping them learn – you're helping them succeed, stick around and make the whole company better all around.

Turning the tables: Peer workshops

Encourage team members to take turns being both learners and teachers by organizing workshops for their colleagues. This two-way teaching and learning enriches the whole team's expertise.

Putting learning into action: Coaching moments

Add a practical twist to your routine meetings by highlighting how your team has used their new skills in real-life situations. Imagine setting aside time for showing how things have been applied, helping everyone grow and stay accountable.

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Introducing "Course Author" – Get Your Experts Involved in Creating Courses!

Course Author is a way to team up with your in-house experts to create awesome courses. This feature helps you delegate and share the load of making course content. This takes the pressure off HR and lets employees show off what they know best. Plus, when your team shares their expertise, the courses become even more relevant and impactful.

The bonus? It's a chance for your coworkers to shine, get recognized, and maybe even move up in their careers. So, Course Authors is your tool for creating powerful learning paths that are all about teamwork, sharing, and helping each other grow.

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The integration of learning and teaching reshapes the employee experience. Budgeting time for both enhances team synergy, boosts morale, and nurtures a culture of continuous improvement.

As you dig into the multifaceted role of what being a manager is all about, a Learning Management System like Workleap LMS is here to help.

Request for a free demo today and start a journey that transforms how your team learns and teaches, creating a group of employees ready to succeed in an ever changing world!

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What's in this article

• Before Anything, Understand Your Employee Needs
• Personalized Learning Paths For All
• Champion And Encourage Continuous Learning
• Offer Mentoring and Coaching Opportunities
• The Power of Learning with LMS: Building a Resilient and Engaged Workforce

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At the heart of every thriving organization lies a united and motivated team. As managers, you hold the key to unlocking your team's full potential, and one of the most potent catalysts for growth is a robust learning and development (L&D) program. By investing in your employees' growth and professional fulfillment, you can ignite a spark of inspiration that leads to unparalleled employee retention and engagement.

Here, we explore innovative strategies and real-world examples that harness the magic of learning to keep your team inspired, connected, and committed.

Before Anything, Understand Your Employee Needs

The foundation of any successful learning program lies in a deep understanding of your employees' needs and aspirations. To gain valuable insights into the specific skills and knowledge your team members are seeking, you can conduct:

• Anonymous surveys
• One-on-one meetings
• Performance evaluations 
• Skills Gap Analysis

Understanding your employees' specific needs and applying them into their L&D journey fuels enhanced relevance, engagement, empowered career growth, and heightened retention and loyalty within your organization. Officevibe has some great resources to understand the holistic cycle of the employee experience. 

Personalized Learning Paths For All

Not all employees have the same learning preferences and career goals. The knowledge you gain from understanding employee needs can empower you to tailor personalized learning paths that resonate with your team, leading to higher engagement and commitment.

Empower your managers to create personalized learning journeys using a robust learning management system like Workleap LMS.

Get The Best of Everything By Blending Learning Formats

Enhance the training experience by offering a variety of learning formats that cater to diverse learning styles and scheduling preferences. Learning formats are endless. Here are a few to inspire you:

• Instructor-Led Workshops
• Self-Paced Online Courses
• Webinars
• Interactive Quizzes and Assessments
• Group Projects and Collaborative Learning
• Microlearning Modules
• Podcasts and Audio-Based Learning

Some employees may thrive in instructor-led workshops, while others prefer self-paced online courses. Embrace both synchronous and asynchronous courses simultaneously to ensure maximum engagement.

Champion And Encourage Continuous Learning

Employee retention flourishes in an environment that supports and encourages growth. Promotions are great for motivating employees, but there are many other ways to incentivize learning and development:

• Learning and Development (L&D) Budget: Allocate a dedicated budget for employee training and development initiatives.
• Learning Hours Tracking: Implement a system to track and recognize the time employees dedicate to learning activities.
• Internal Learning Community: Establish a forum or platform where employees can share their learnings, insights, and resources with colleagues.
• Learning Challenges and Competitions: Organize learning challenges or competitions to spark healthy competition and foster a culture of improvement.
• Knowledge-Sharing Sessions: Host regular knowledge-sharing sessions where employees can present on topics they have mastered.
• Learning Awards and Recognition: Celebrate outstanding learners and contributors through company-wide awards or recognition programs.
• Professional Development Plans: Work with employees to create personalized development plans aligned with their career aspirations.
• Internal Promotions: Prioritize internal promotions and career growth opportunities for employees who actively engage in learning and development.
• Cross-Departmental Learning Opportunities: Encourage employees to participate in cross-departmental projects or temporary job rotations (like shadowing) to gain new skills and perspectives.

Offer Mentoring and Coaching Opportunities

Facilitating mentorship programs that connect experienced team members with junior colleagues is a powerful way to foster a collaborative and supportive learning environment. 

Mentoring goes beyond formal learning programs and provides employees with personalized guidance, career development insights, and a sense of belonging within the organization. 

By nurturing these mentorship opportunities, your organization can significantly contribute to higher employee retention and engagement, ultimately leading to a more motivated and successful workforce.

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According to a study by Deloitte, Millenials workers who stay with their organization for more than five years are twice as likely to have a mentor (68%) than not (32%).

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The Power of Learning with LMS: Building a Resilient and Engaged Workforce

Investing in your employees' learning and development is the key to unlocking their potential and driving remarkable employee retention and engagement. Embrace the power of in-house experts, utilize Workleap LMS' Course Authors feature, and build a culture of continuous learning.

With LMS as your partner, you'll create a workforce that is inspired, driven, and firmly committed to your shared vision of growth and success.

Let's embark on this journey together — a journey that transforms not just businesses but the lives of those who power them. Request a free demo now and shape a brighter future for your team!

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What's in this article

• Collaborate with your in-house experts for better content creation
• Leveraging your in-house experts has never been this easy
• Build a Learning Culture
• The Right LMS for your Business

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Collaborate with your in-house experts for better content creation

Delegating content creation to in-house experts takes the pressure off the Human Resources department and gives employees an opportunity to show off their skills and expertise. By tapping into the knowledge of employees, HR can produce high-quality content that resonates with their target employees. In-house experts are familiar with the company's culture, values, and mission, which allows them to best create content that aligns with the organizational goals. Additionally, involving employees in content creation can boost morale and engagement. It gives them an opportunity to showcase their knowledge, which can lead to career advancement and recognition. Overall, delegating content creation with in-house experts is a win-win situation for HR and employees. 

Leveraging your in-house experts has never been this easy

With Workleap LMS’ new feature: Course Authors, you can add an unlimited amount of course authors on a course and assign it to them instantly. The course authors will be able to build a course plan, create course content and integrate within the desired lessons. It's about time we start leveraging the knowledge of our best employees and create the learning and development programs that have been on the backlog for way too long!  

- Mathieu Dumont, Product Director 

Build a Learning Culture

Needless to say, these tools will only work if you create a culture that encourages learning and knowledge sharing. One thing you can do right now is to enforce a culture that supports learning and development and rewards employees for content creation. Training is the perfect way to bring the whole team together and set the tone for internal growth and talent development. 

The Right LMS for your Business

If you're looking for a software that allows you to create courses and manage your company's internal training, Workleap LMS is the solution for you. Our LMS offers both synchronous and asynchronous learning, making it the perfect tool for learning and development. With LMS, you can easily manage your courses and enrollment, as well as set employees up for success when getting certified and accredited. Want to learn more about how Workleap LMS can help your business? Request a Demo today and see for yourself! 

Picture this: it’s your first day at work in your new job.

When you arrive, no one tells you where to park. No one is there to welcome you either. And worse, the receptionist has no idea who you are or that you are supposed to be starting your new job today.

How does this make you feel? Certainly not very well.

A bad onboarding experience is enough to sabotage a new employee’s motivation.

Luckily, by preparing a good onboarding plan, you can make sure that this first day, and all the following ones, will be a success. Here’s how.

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What's in this article

• What is the onboarding process?
• Main benefits of successful employee onboarding
• Automate onboarding with a learning management system (LMS)

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What is the onboarding process?

Employee onboarding is the entire process of orienting a new employee to their new role and work environment. From the office tour to the definition of their tasks and responsibilities, and including team introductions.

Welcoming new hires goes beyond the first day at work. It is a well-structured and prepared integration plan.

For many people, learning is easier if they have a clear representation of what the puzzle should look like once put together. Similarly, onboarding involves structuring all the information so that it is easily accessible.

Your onboarding plan should be adapted to your business. Therefore, it is crucial that you take the time to build it and invest in implementing an integration system that will maximize your employee retention rate.

New hire onboarding is an investment for your company, both in terms of money and time, but the results will be felt in the long term.

No more organizational nightmares!

Why is it important to set up an onboarding plan?

Onboarding new employees is a crucial step in your company’s human resource management for long-term staff retention and loyalty. It is your first opportunity to create a true sense of belonging.

These days, new candidates are interested in companies that stand out. Remember that not so long ago, it was the other way around. Candidates had to stand out to get a job within your company.

Obviously, no employer should leave a wrong impression on a new hire. As human beings, we need to find our place in a new environment and establish our bearings. 

When does the onboarding process end?

Onboarding ends when you feel that your new employee is thriving in the company, when they are confidently involved and are making a general contribution that goes beyond their position.

In the case of employees who have obtained their position through internal transfer or promotion, the onboarding process can vary. The onboarding plan remains important, but it will be adapted to the organizational knowledge the employees already have.

Main benefits of successful employee onboarding 

Onboarding is often neglected and poorly prepared, which leads to bad performance and an increase in redundant, repetitive tasks. Learning ‘on the job’ has its advantages, but it is better to opt for a more formal onboarding method to start on the right foot. 

Here are the main benefits of good onboarding planning.

Employee attraction and retention

Without a well-prepared onboarding, a new employee will take longer to assimilate and understand their position's work methods, tools, and challenges. Even if they have all the required skills, this could be an issue.

New employees who benefit from onboarding as soon as they arrive in the company can take initiative faster and more efficiently. This encourages them to be resourceful and creative in their position.

New employees will grow quickly by better understanding their role and contribution to your company. They will have a better sense of priorities and be more sensitive to organizational issues.

Reduced employee turnover 

Given the current labor shortage and the resulting high turnover rate, onboarding new employees can be time-consuming. And while the onboarding plan can be a powerful staff retention tool, I suggest you automate it to save time and money. 

When hiring a new employee, you not only look at their skill level but also at whether they are a good fit for your company’s culture. That is why your organizational culture should be highlighted in your onboarding plan.

Better communication

You will be able to inform and support your new employee, which will ensure a loyal and fruitful collaboration, built upon a healthy basis.

Once your onboarding plan is set up, it will be useful to your company for a long time. By digitizing the onboarding process, you will be able to reuse it for every new hire!

Employee engagement

Don’t forget to include in your onboarding plan enough time for your new hire to become familiar with the company, its mission, values and their role within your organization. 

Each new employee will also need time to get acquainted with their office and coworkers. You should reserve one to two weeks for onboarding and training related to the new employee’s position.

Automate onboarding with a learning management system (LMS)

Did you know that a learning management system could help you speed up new hire onboarding?

You could even invite your new employee to your LMS before their first day at the company. Imagine how much time you would save and how much stress the new employee will avoid!

In fact, new hire onboarding steps are numerous and repetitive. By automating the process, you will have more time to be present for your new employee throughout the process.

Discover our different onboarding templates to create new online courses in less than a day. Digitizing your onboarding plan could be done in just one week!

And go further... By revamping your program with our onboarding template! Try Workleap LMS for free and make your onboarding program stand out from the crowd!

Remote employee onboarding

As the remote work trend grows and brings about new challenges and issues, a learning management system will allow you to remotely onboard new employees. It is an efficient way to adapt to your employees’ new reality without compromising your corporate culture.

Start automating your onboarding plan by creating your Workleap LMS platform.

Request a demo and find out how to use our LMS to improve new hire onboarding in your company!

Society values know-how, expertise and technical skills, but remember that companies are, above all, human organizations. 

What does that mean, actually?

Companies are made up of men and women working together. In doing so, they have to deal with all kinds of situations that require special skills that are neither technical nor specialized.

In other words, the employees’ technical knowledge is necessary but it is not enough to manage their daily missions and reach the objectives of their company. There is a growing need for ‘soft skills’.

Would you like to find out how to develop your team’s soft skills to achieve your growth goals and improve your work environment?

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What's in this article

• What are soft skills ?
• What are the 5 main benefits of soft skills training in business?
• Essential behavioral skills to develop
• 3 ways to develop your employees’ soft skills
• How to use Workleap LMS to develop your employees’ soft skills?
• It’s your turn now !

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What are soft skills ?

Soft skills definition

In business, ‘hard skills’ are often contrasted with 'soft skills’, or ‘behavioral skills’. This refers to human-centric skills. They are general, transversal and adaptable to any type of position.

Behavioral skills: examples

Would you like a few examples? No need to look far, everyone uses them every day, all day long, without necessarily realizing it.

Here are some of the most well-known soft skills, which would benefit from being better developed if you wish to improve the working atmosphere of your company:

• Communication (allowing everyone to know what they have to do to achieve the company’s objectives);
• Leadership (essential qualities that inspire and guide others);
• Empathy (the ability to understand how someone else feels or acts);
• Decision-making (done in an informed manner and after analyzing the consequences);
• The ability to give and receive feedback (one of the best ways to progress and improve collectively);
• Etc.

Who are soft skills for?

Behavioral skills are very often associated with executives and managers, but it would be wrong to think that these skills are exclusively reserved for them!

Why? Because any employee, regardless of their position and responsibilities, is required to use behavioral skills in order to exchange with their manager and colleagues, organize their priorities, manage conflicts, do a job interview…

Here are some concrete examples of using soft skills in business:

• To lead a transformational project (reorganization, implementing new tools, defining new objectives, etc.), the ability to show leadership and to develop communication are crucial.
• To resolve a conflict within a team, managers and employees have every interest in communicating and showing empathy to defuse the situation and find a solution together. 
• To welcome neuroatypical employees, managers must know how to adapt to their communication style, and show empathy and flexibility, in order to ensure the employee’s well-being.

Soft skills are useful at any point during the day and in many situations. That is why companies integrate them in their employee skills development programs.

What are the 5 main benefits of soft skills training in business?

Soft skills are coming up more and more often, and it’s not a coincidence!

It’s because they are beneficial in business and many other areas.

Boost productivity

Developing your employees’ soft skills contributes to strengthening their skills, which impacts their productivity. This is particularly true for employees who work in teams, in direct contact with customers, such as customer service and sales.

Helping your employees to be more attentive to customer needs, identify problems and solve them is a real value added for your company!

Make decision-making more efficient

Within a company, managers and employees must make many decisions on a daily basis (and be accountable for them). Some must sometimes be dealt with in a rush, which impacts the company’s activities and employees.

This is the type of situation where soft skills are very useful, as they allow us to make decisions in an informed way, having analyzed and anticipated their consequences.

Improve the work atmosphere

There is no team that doesn’t experience tension or friction, but not dealing with the issue is even worse than having it in the first place!

Adapting your communication, knowing how to dialogue, raising sensitive points rather than avoiding them, pays off and can greatly improve a team’s work environment. 

Good communication within a company is particularly important for the work atmosphere (and not only!)

Through ‘lateral’ or ‘horizontal’ communication, employees can share information and collaborate in good conditions, without silos. This contributes to the creation of good cohesion within companies.

Promoting internal mobility

Acquiring non-technical skills, or soft skills, prepares the most motivated employees to take on more responsibilities and eventually move on to management positions.

Therefore, an employee who wishes to benefit from internal mobility will benefit from developing their soft skills, both in order to be part of the progression process and because they will need them in their new position.

It seems that soft skills are becoming more and more important as one moves up the chain of command. 

Increase employee retention

This brings us to the main problems companies face today: talent retention.

Employees who are trained more fully, in different types of skills, with prospects for progression, will have more good reasons to stay within the same company. It’s as simple as that.

Essential behavioral skills to develop

There are so many soft skills… Of course, we cannot go into detail for each of them, but here are 3 that we would like to highlight.

Communication, a vital skill for any organization

If we had to only address one soft skill, it would be communication.

Can you imagine a company where nobody knows what they have to do to achieve the organization’s goals? Without communication, the company would be in serious trouble.

It is because managers have understood its importance that communication is present everywhere in a company: in procedures, emails, from the bottom up, from employees to management, etc. Everyone is constantly communicating.

Implementing good communication in business is not always easy, but it can be learnt!

Using leadership to rally employees to a common vision and goal

It is important that we insist on leadership in business, because it encompasses many other qualities such as empathy, communication, a sense of organization, decision-making, courage, charisma, intelligence and integrity.

It is therefore a key skill to have - and it is not reserved for managers, contrary to what some may think.

Leadership encourages the development of autonomy and promotes everyone’s professional development.

In other words, leadership can be defined as the ability to motivate others and inspire them, so that everyone feels more involved and therefore more effective.

Creativity, a source of innovation in business

When faced with complex situations or an uncertain future, creativity makes it possible to approach issues in a new way, by allowing employees to think outside of frameworks that are too rigid, strict or procedural.

It is a ‘safety valve’ that some people need.

Companies that want to develop intrapreneurship and foster innovation should be encouraging creativity, because all these elements are interlinked and together, they stimulate the growth of a company.

3 ways to develop your employees’ soft skills

Now that you are aware of the main benefits of soft skills, would you like to know how to implement them?

Let’s see what your options are.

Peer learning and mentoring

Peer learning and mentoring are part of what is called ‘social learning’. These can be exchanges with peers (peer learning) or with people who are more professionally advanced (mentoring). 

The common point of these two methods is learning from others, exchanging resources and best practices. Peer learning and mentoring are sources of engagement and they both promote a sense of belonging. 

While some exchanges can take place informally, you can also set up a mentoring program to develop your employees’ soft skills.

Online training

Let’s now look at some of the more formal learning methods. Online training is one of them. Concretely, through an online training platform (Learning Management System) like Workleap LMS, you can:

• create training courses and divide them into modules;
• create varied content (texts, videos, audio files, PDF documents, quizzes, etc.);
• set up clear summaries for each part of the course;
• unlock content according to a set schedule, in order to set a pace of progress, or, inversely, let employees progress at their own pace;
• ensure that employees have followed the training, evaluate them and monitor their progress.

Online training gives you a lot of freedom and control. After choosing a training platform, you can organize your content as you wish.

Our advice for getting your employees onboard? Make your training information concise and focused so that they can apply it concretely in their daily life.

You may just be getting started, but know that in the long run, an LMS like Workleap's can help you build a knowledge management system on the topic of soft skills, for your company and employees.

Interactive, in-person workshops

Nothing beats practice !

One cannot talk about soft skills without mentioning in-person workshops and live simulations. The advantage of this kind of format is that it promotes exchanges between participants and trainers, in particular through role-playing games:

• A work dispute within a team about conflict resolution;
• A scenario about meeting facilitation techniques that help improve communication;
• A situation (urgent or not) in which someone has to analyze different elements in order to make a decision.

The possibilities are endless, and the experience is particularly stimulating!

Everyone can share their vision of things, react or even change roles during the workshop (from manager to employee, or vice versa, for example). 

In order for this kind of workshop to be beneficial, it must be concrete and allow each employee to participate and evoke real-life situations. The goal is for employees to be able to apply the newly-acquired skills in their everyday life.

How to use Workleap LMS to develop your employees’ soft skills?

Are you wondering what the easiest soft skills would be to teach with an LMS?

Let’s look again at the 3 examples mentioned above.

Communication

You could create a training course that explains the importance of corporate communication and details the different types of communication (top-down, bottom-up or horizontal).

In order to enrich the training, you could add testimonials from managers in video format to provide practical advice on improving team communication.

Another idea would be to detail the different existing communication tools (phone, video conference, chat, email, etc.) and explain which tool is more relevant for which context.

Leadership

Using an LMS to assess leadership competence is a good place to start.

Since this is a key skill and quite a complex one, you can divide the training in several modules: positive influence, trust, qualities expected of a leader, etc.

The topics can be approached from different angles, including a more playful one, through quizzes, for ex.

Creativity

How could you encourage employees to develop their own creativity?

What would be the possible benefits?

How could you foster creativity in team meetings?

Are there any methods that promote creativity?

An LMS could help you all of these questions. You can reserve some modules for managers, and others for employees. With a topic like this, you can let employees progress at their own pace, and maybe even top it all with a virtual classroom.

It’s your turn now !

Start a free trial of Workleap LMS and discover all the features you can use in your team’s soft skills training.

If you need help with your gameplan, ask for a demo and we will be happy to exchange ideas with you.

For many companies, the containment measures imposed by the pandemic led to a slowdown in business. Forced work stoppages and remote reorganization in certain sectors of activity represent real organizational challenges.

So, how are your sales now? 

Obviously, the complexity of the situation will have generated a drop in revenue for several companies. The objective now is to resume activities quickly and efficiently in order to recover from this crisis. 

To optimize business growth as fast as possible, you will have to rely on the performance of your human capital. Investing in the training of your sales team, therefore, becomes an essential strategy for the success of post-containment.

Don’t wait for things to go back to “normal”. Start from today to accelerate your business recovery with your online training program.

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What's in this article

• Investing in your sales team
• Online training as a strategic investment lever

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Investing in your sales team

Subsidies or warehouse stocks are not what drives the business. For a company to survive and grow, it must sell its products or services and thus generate income. 

For many industries, sales are not completely automated and require the assistance of a business development representative. Responsible for converting your potential customers into buyers, they are much like your front line employees.

The performance of your sales team is therefore essential to the success of your business!

The myth of super-sellers 

Sellers are often expected to be sales machines who sign contract after contract. Once you've explained the products to them, in theory, they should have everything they need to succeed. 

"It's their job" after all!

Let's defeat this preconceived idea together. Your representatives are carriers of your message and therefore need support to deliver it well. 

Your leadership abilities added to the training that you are able to provide them, therefore, influence their success. Rather than just setting sales goals, start setting teaching goals too.

Selling during deconfinement

Although the rules of containment soften, there are still several constraints that affect your usual sales processes. No more handshakes, networking activities, and events such as conventions, conferences, and fairs. 

Certainly, you need to adapt your processes and use technology to get around some of these challenges. You must also take measures to protect the physical and mental health of your team.

All these changes related to returning to work during a pandemic represent potential irritants for your salespeople. Any support you can give them is therefore essential for resuming activities.

Online training as a strategic investment lever

A Learning Management System like Workleap LMS allows you to offer a complete learning program to your sales team. In addition to in-house training, your LMS gives you several options to effectively support your employees.

Maximize the results of your business recovery by investing in an LMS today. Here's how an online training system can improve your sales team management while accelerating business recovery.

1. Teach your message and your values

If your representatives are those who have direct contact with your prospects, it is important that they know what to say. See this first approach as an opportunity to promote your business and position yourself.

Help your salespeople become real spokespersons for your corporate culture and its values. A potential buyer will be charmed by the confidence there is towards the brand and, therefore, more likely to be interested in your products.

Reinforce this attitude by creating content that keeps them loyal to the organization. Include in your training program sessions on the specifics of the company, its history, and its objectives. 

If your salespeople fall in love with the brand, it will be much easier to share this love with your future customers.

2. Support the sales infrastructure

An LMS can also be used to organize documentation and procedures. Collect your processes on an online platform to which your sellers will have access at all times!

Gathering this valuable information in one place does more than just centralize and organize it effectively. It also makes it easier for the onboarding of new talents within your team. 

Beyond procedures, you can also use this documentation strategy to train your employees on products or services. Using technical sheets and videos, highlight the characteristics of your offer. Take the opportunity to give sales tips related to this particular case!

It is also a great way to introduce new features and ensure that your representatives, even from a distance, receive the necessary information.

3. Train your employees on sales techniques

When talking about selling, it's difficult to avoid the subject of sales techniques. Of course, you should train your teams on the different marketing strategies for your products and services.

Teach them to master conversations by exposing different types of customers, situations, and obstacles. Invite them to put these concepts into practice in online exercises such as quizzes, for example.

Also, take the time to fully explain the conversion process for a prospect who enters your organization. By knowing each step of the process, they will be more comfortable understanding and assuming their role.

4. Offer personalized support

For each of your employees, establish a customized learning path. Depending on their career goals and strengths, the training needs will be different for each salesperson.

Write with each one career and personal development plan in which they will commit to actively participate. Involve them in this step to increase their motivation and make them accountable for their success.

You should also accompany your representatives in a personalized way, even from a distance. Ask them questions to encourage them to think and introspect on their failures and successes. End each coaching session with a lesson learned or an action plan.

And don't forget to build a customized employee journey! Follow this short guide to create a unique experience for your employees and ensure that they have everything they need to thrive in their jobs!

5. Reward efforts

During their learning, as much as when they are in the field, regularly provide your vendors with feedback. Assess their performance fairly and suggest areas for improvement if necessary.

To encourage their training efforts, add incentives to your learning program through a credit system. Reward self-development with healthy competition or bonus pay.

Celebrate individual as well as collective victories to build team spirit. This recognition will further strengthen your organizational culture, and therefore your sales strategies. 

Stop seeing sales as a linear process, it's a circular process. If you invest in your talents and well-being, they will be better representatives and sell more. It is a wheel that it is better to start feeding now to accelerate the recovery of your business.

Start doing so today with a free trial of Workleap LMS!

Organizations are constantly striving to stay ahead of the competition in today's digital world. By utilizing an enterprise learning management system (ELMS), businesses can maximize their employees' potential and improve performance with up-to-date learning materials and training programs. In this article, we discuss what an ELMS is, how it works, and its various benefits for organizations across different industries.

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What's in this article

• What Is An Enterprise Learning Management System?
• Why Do Enterprises Need An LMS?
• Benefits Of Using Enterprise Learning Management Systems
• Types Of Enterprise Learning Management Systems
• Customization Options For Enterprise Learning Management Systems
• How To Choose The Best Enterprise LMS
• The Best Enterprise Learning Platform

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What Is An Enterprise Learning Management System?

An enterprise learning management system (ELMS) is a comprehensive software platform designed to facilitate the delivery, tracking, and administration of online courses and learning programs. Used by businesses in many industries, it offers an efficient way to carry out employee training, safety training, compliance training, and even customer training.

ELMS can be used to manage various types of content such as documents, videos, webinars, and virtual classrooms. They can be customized so that organizations can tailor their materials to meet their specific needs. This type of digital solution has become increasingly popular among companies looking for ways to streamline their training processes. With its powerful tools and features, an enterprise learning management system can create effective learning experiences for employees, ultimately improving productivity and driving business success.

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How to use a learning management system

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Why Do Enterprises Need An LMS?

Enterprises need an enterprise learning management system because it allows them to streamline their corporate learning initiatives. An LMS is a platform designed specifically for the needs of organizations, allowing them to curate custom learning content and create learning experiences that are tailored to their specific objectives. With an LMS, enterprises can manage the entire learning process from start to finish.

An enterprise-level LMS also makes it easier for enterprises to track progress when it comes to their learning courses. This helps administrators measure success against set goals and learning objectives quickly and accurately, as well as identify areas of improvement or further growth to enhance the overall effectiveness of their training programs. Furthermore, with the right analytics tools integrated into the system, they can leverage data-driven insights to customize future plans accordingly.

By leveraging an enterprise level LMS solution, businesses can maximize efficiency while providing employees with access to high quality educational materials, which will benefit both parties in the long run. Employees gain knowledge faster, while employers save time by not having to manually track employees’ performance - freeing up resources for other tasks instead.

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How much does the average learning management system cost?

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Benefits Of Using Enterprise Learning Management Systems

An LMS can be used as an enterprise training platform that delivers both internal and external corporate training courses. The benefits of using an enterprise LMS are numerous. Here’s a list of key advantages:

• Improved training effectiveness: utilizing an enterprise LMS allows you to track employee progress during online training sessions, helping you measure success rates more accurately than traditional methods.
• Streamlined employee development: by monitoring progress through the system, businesses are able to provide personalized instructions based on individual performance levels which leads to improved employee development over time.
• Cost savings: with an LMS, businesses save money by reducing travel expenses associated with sending trainers out into the field or having them teach classes in-house. They also eliminate the need for physical materials such as textbooks or handouts since they are stored digitally within the system.

Overall, using an enterprise learning management system provides great value when it comes to creating an effective corporate training program while saving time and money in the process. Thanks to its key features, organizations have access to everything they need for successful career development at their fingertips!

Types Of Enterprise Learning Management Systems

Enterprise learning management systems provide corporate learners with a variety of tools to improve their online training initiatives. They offer companies the opportunity to create customized learning experiences that are tailored specifically for their employees and other stakeholders. These resources can range from instructor-led training modules to interactive courses and more.

Here are some common types of enterprise learning management systems:

• Learning content management systems (LCMS): This type of system allows organizations to easily manage all digital content associated with employee learning. It helps track progress and store data related to the development of course materials, such as text documents, images, video files, audio recordings, etc. The LCMS also provides an efficient way to deploy this material across multiple channels quickly and securely.
• Online training platforms: An online training platform is designed to help businesses organize virtual classrooms in real time. It also enables them to customize the user experience by adding quizzes, polls, surveys, and other interactive elements. In addition, this platform provides administrators with detailed analytics about how users interact with each lesson, so they can make informed decisions when it comes to investing in training materials.
• Instructor-led training module (ILT): an ILT offers employers a cost-effective way to train their staff members without having to invest in expensive hardware or software solutions. This module typically includes pre-recorded lectures along with hands-on activities designed to engage participants throughout the session. Companies can use this tool to update existing skill sets or introduce new concepts while providing feedback on performance metrics directly within the program.

These three types of enterprise learning management systems give corporate learners access to powerful tools that enhance their overall learning experience while ensuring compliance with company policies and regulations at every stage of the process. If you think you would benefit from these three types of ELMS, there are complete solutions that integrate them all such as Workleap LMS.

Customization Options For Enterprise Learning Management Systems

When it comes to enterprise learning management systems, customization options provide organizations with an opportunity to tailor their online learning platform to meet the specific needs of their audience. Many LMSs offer a wide variety of tools that can be used to customize and optimize the user experience. From customer service teams who need leadership skills development, to mobile responsiveness for internal enterprise certification programs, there are many ways organizations can use these customizable features to increase employee engagement and customer satisfaction.

Many enterprises choose all-in-one platforms due to the amount of time and money saved when using one system instead of multiple ones at once. With advanced customization options available, users can save countless hours by having everything they need right at their fingertips without needing separate software or services.

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The 5 must-have features of a learning management system

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How To Choose The Best Enterprise LMS

Searching for an ideal enterprise learning solution can be a challenging task. The right platform should provide employees with the ability to track individual progress and access key learning features easily from one central hub. But how do you know which enterprise LMS is best suited to your organization's needs?

Here is a list of steps to consider when choosing an LMS for your business:

• Analyze your training needs: before investing in an enterprise LMS, take some time to evaluate which e-learning solutions you need. Will you need lessons? Certifications? Understanding these details will help to narrow down your search for the best LMS solution.
• Research potential solutions: once you know what type of eLearning solutions you’ll need, start researching potential solutions. Look at reviews online and reach out to companies that sell LMS software to ask questions about their products. This will give you a good understanding of which systems are suitable for your needs.
• Explore system features and compatibility: when exploring the features and compatibility of different LMSs, make sure that they can integrate with other applications such as HR systems. 
• Evaluate customization options: it’s also important to investigate customization options when assessing potential systems. Ask if there are templates or customizable settings so that users can tailor their experience according to individual preferences or learning styles. This could be important if certain departments have unique requirements due to language or cultural preferences, for example.
• Check security and backup policies: data security and backups should always be high on the list of considerations when selecting any technology solution for your business. Ensure that data is securely stored within the system either through cloud-based applications or hosted on secure servers and verify who has access rights both internally and externally. Request detailed information regarding backups, storage encryption policies, recovery procedures, etc.
• Test drive the solution before buying: don’t forget about testing out each enterprise LMS prior to making a final decision. Most vendors offer free trials or demos, allowing users to see how well it works before committing financially.

The Best Enterprise Learning Platform

Workleap LMS is the ideal plaftom for businesses. We offer LMS service packages based on customer requirements and the nature of your business. Our enterprise learning management system stands out due to its ability to adapt to the constant changes in the digital ecosystem, and its unique set of features. It allows you to track your employees’ learning journeys and set personalized learning paths that perfectly match individual learning needs.

Human resources managers face challenges and problems every day, not the least of which is the onboarding of new hires. After all, helping an individual adapt to a new environment can be a complex task. In this article, we explore the challenges that underlie the onboarding process and share some tips to successfully onboard employees.

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What is onboarding?

Onboarding or organizational socialization is a term that refers to the integration of new employees in an organization. This process helps new hires better understand their role as well as their responsibilities. Different activities are involved during the onboarding process such as filling out paperwork, scheduling meetings, organizing team training, etc.

Onboarding is a process where both managers and employees are involved. The duration of the onboarding process depends on the company. It can last a few weeks or up to a year. In a nutshell, onboarding lays the foundations of a good relationship between the organization and the employee. It promotes loyalty and encourages productivity.

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Managing employee onboarding: why is it so important?

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Is employee onboarding only for new hires?

Onboarding not only applies to new employees, but also to those who will have been given new responsibilities within the organization. This is also known as crossboarding. 

Who oversees the onboarding process?

The onboarding process is not merely the responsibility of the HR manager. It also falls under the purview of the employee’s immediate supervisor. It is, after all, incumbent on the latter to ensure that the employee understands their role in the company and has a clear idea of what is expected of them. It is also the job of the immediate boss to integrate the employee into the company’s culture.

What are the benefits of onboarding?

Onboarding can be used to build a bond of trust and closeness between employees and the organization. It can also:

• Nurture greater employee loyalty and commitment
• Create a unique and enjoyable employee experience
• Help retain new employees
• Demonstrate that you are interested in investing in your employees
• Enrich the company culture
• Drive productivity

How long should employee onboarding last?

HR managers agree that the minimum onboarding time is 3 months. A week or two does not create a sufficient bond between the organization and the employee. They should be given time to acclimatize to a new place, new policies, and new people. 

The onboarding experience must continue even during the first year, to ensure that the employee learns all that they need to, and gain confidence, both in themselves and their employer. To achieve a smooth onboarding process, you need to plan and customize the onboarding process.

How weak onboarding programs harm your small business

Weak or no onboarding can have negative consequences for small businesses and their employees. Not knowing how to handle the onboarding process can lead to higher employee turnover. Other disadvantages include:

• Low employee morale
• Low productivity
• Lack of trust in the organization
• Failure to achieve objectives and goals
• Etc.

How to onboard a new hire

Investing time in employees increases ROI and lowers employee turnover. Getting off to a good start in the first few weeks is crucial for the employee/organization relationship. But how do you get started? Below we share onboarding best practices.

Establish an employee handbook

An employee handbook should include a description of the company's mission, vision, policies, values, and members. This can be a great resource for the employee, and lay the foundation of their professional journey within the organization.

Set goals within 90 days

Onboarding also involves giving employees a sense of direction and making them feel like a part of the team. Setting goals that they will need to achieve within 90 days is a good way to initiate this process. As they go about trying to meet their objectives, you should always ensure that you are there to provide guidance and resources. You can even pair them with veteran employees while they pursue their goals. This will enable them to really get a feel for how the company works.

Provide individual feedback

It’s good practice to schedule one-on-one meetings of 15 minutes each week during the first 60-90 days. Take this time to learn about the employee's successes, challenges and frustrations, and help them address any concerns they might have.

Introduce them to clients and employees from other divisions 

Giving your new employee the opportunity to talk and listen to a client or someone from another division of the company will give them a sense of the larger picture. In addition, it’s a good way to foster employee engagement.

Onboarding program components

There are many ways to design an onboarding program. Many companies have their own models. However, there are essential components to this process that are universal. 

Preboarding

Preboarding begins at the point in the hiring process when the job offer is accepted, but before the start date. During this period, employers:

• Do a tour of the facility with the employee
• Help the employee find accommodation, if the position requires them to relocate
• Send an onboarding kit
• Connect the new employee with a work buddy

Or... Discover how to revamp your onboarding program with our free templates! Don't waste any more time and grab them now to make your onboarding program stand out from the crowd.

Orientation

This is an event where the new hire is taught all about the company's policies and organizational culture, learns about the company's handbook, and fills out forms and work papers. This stage can last up to a week.

Mentoring

Mentoring seeks to pair a new employee with a veteran in order to provide support during the onboarding process. These mentors can be volunteers or employees assigned by HR to perform the role. A mentor can be a guide for days, weeks, or a year, depending on the job’s roles and responsibilities.

Reboarding

This is a process for employees returning from a long period of leave, or being transferred or promoted. Reboarding is about getting the employee acquainted with current and upcoming projects. It allows them to adapt to the culture, the new team, and the work environment.

Tips for successfully onboarding a new employee

Invest in a corporate LMS

Many companies, whether small, medium, or large, hesitate to invest in a good enterprise learning management system (LMS). However, e-learning is a very effective form of online training that can be customized to each employee’s needs. Among its benefits are better control of the training process, enhanced collaboration between facilitators and learners, and reduced training costs. It can update the skills, and enhance the knowledge of the employees being trained. It can also facilitate their career development.

Set a rhythm

In some companies the onboarding process is rushed, pushing the employee to adapt quickly. In the medium and long term, this is counterproductive because it can lead to low productivity or resignation. Employees should be given time and space to settle in, integrate into the corporate culture and get to know their functions in depth.

Improve your onboarding process

Training employees is key to a company’s success. Workleap LMS is a flexible and customizable training platform for teaching and learning. Among other things, it enables remote onboarding, which can be more effective for new employees, as all the material is in the system and they can acquire the necessary knowledge at their own pace. If you want to improve your employee’s experience and help a new hire adapt to their position as quickly as possible, working with a corporate LMS is a great solution.

Taking over an existing business is widely regarded as an excellent opportunity for entrepreneurs or businesses looking to either launch a new project or take the reins of an existing organization and set it on a new course.

Sounds good, right? But even with a solid plan and a fully operational business, what will make it successful?

• Its sales?
• Its financial status?
• Its position on the market?

Perhaps. But it all stems from one thing: the expertise of its crew.

Because your employees are a key factor in the success of your business!

It’s your employees who get the work done and keep your projects moving. It’s also they who ensure the growth of the company and its success. So their drive, knowledge and skills all actively contribute to the growth of the organization.

More than anything, they convey the internal culture and act as ambassadors for the external culture. They’re on the front line in dealing with customers and the realities of the marketplace.

Yet, they also have the power to tear down those relationships if left unengaged.

You guessed it right: the quality of their employee experience directly influences the customer experience they will provide.

So how do you nurture internal expertise when you take over a company and leverage it to the fullest?

Well, let’s find out why you need to involve employees in the buyout process and how to ease the transition to a new business model.

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What's in this article

• Uncover the Value of Current Expertise
• Involve your Employees in the Takeover
• Implement a Recognition System
• Build a Strong Learning Culture
• Use an LMS to Support Change Management!

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Uncover the Value of Current Expertise

Employees are the very heart of a company. From the moment you decide to acquire a company, it is crucial to safeguard existing in-house expertise.

As you settle into your new company, be humble and listen. Display a keen interest in getting to know your current team members and their roles and contributions to the company.

It’s all about communication! Communication in business is the key to a successful change in management.

Beware: it may happen that some people find it difficult to deal with this change and react poorly to your approach.

You must therefore be patient and adopt tools or strategies to ease the process. Don’t be afraid to spend time in the office with employees to understand their daily lives and create a stronger bond!

When you experience and value their expertise, you’re giving them a sense of security regarding their job. This is often a major stress factor when taking over a business.

Involve your Employees in the Takeover

The Golden Rule of change management is to look forward.

« The secret of change is to focus all your energy not on fighting the old, but on building the new. » — Dan Millman

If you want to document organizational knowledge, you have to come up with a way to do it that is innovative and motivating. Establishing a transfer committee is one solution that could inspire the team while adding value to your change management.

Change that comes from the bottom-up is generally the most effective!

The goal of this committee is to set an internal structure for documenting expertise to ensure a smooth transition between the former and the new owner. Its role is to preserve the quality of operations during this change so that the clientele will not see it as a surprise.

Another way to help your employees feel more involved in this transition is to encourage intrapreneurship! New beginnings equal new ideas, so…

What better way to drive innovation and growth throughout the company than to encourage employees to think and act like entrepreneurs themselves?

Not only will you benefit from the valuable ideas and creativity of your employees, but it also promotes collaboration between different departments within the company!

Implement a Recognition System

Earlier we saw that it is important to connect with employees when taking over a business, but to further engage your new team, you can also set up a recognition system.

Offer points or bonuses to those who participate in documenting their expertise.

The trick is to match behaviors with a reward to develop a habit. The more content your employees create, the more they receive in return!

Invest in this documentation system by creating topic-specific training. You’ll be looking to clarify how to create an internal procedure and best practices for ongoing process improvement. 

Working with an online tool that supports the content creation and collaboration of your different departments will make your life even easier.

But it’s not the end of the story! In addition to encouraging and rewarding them for their efforts, you can provide them with new opportunities and training, additional responsibilities and involve them in professional and/or personal development projects. It’s just as rewarding.

And remember: by helping them get involved and contribute to the takeover, you can get them to build a stronger bond with your company and become even more engaged in their work.

Build a Strong Learning Culture

Needless to say, all these suggestions will work on one condition: you must create a culture that fosters knowledge sharing.

The internal culture that existed prior to the acquisition will slowly evolve, but the process will take time. One thing you can do right now is to add a corporate value that supports the change and pushes the handover forward

Training and learning are good ways to bring the whole team together and set the mood for innovation.

In order for the culture to change, you’ll need good internal ambassadors. It’s a safe bet that the members of the transfer committee will be good allies, as they are already showing interest in preserving workplace happiness and internal efficiency.

Ultimately, that’s what everyone wants, right?

Use an LMS to Support Change Management!

Change management is a key factor in any business takeover, if not the most important. And with a learning management system (LMS), you can better manage the transition and ensure that all employees are informed of the changes!

A good LMS can provide:

• A platform for training, sharing and feedback, for smoother transitions during the company takeover
• Centralized resources to help employees understand the upcoming changes to the organizational structure and how it will affect their work

By implementing an LMS, you can ensure that your employees are prepared for the changes ahead and support the new management of their company.

Find out how to choose the right learning management system for your business!