(English) Enable employees to learn using these 5 simple tactics

Enable employees to learn

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Calling all leaders! How do you enable employees to learn, grow and ultimately succeed within your organization? Are your strategies and tactics effective?

If you find yourself on the “struggle bus” when it comes to learning enablement, don’t worry. We’ve compiled five tactics you can implement to set your employees – and ultimately, your organization – up for success.

5 ways to enable employees to learn 

1. Give your team access to mobile content, published by experts.

A lot of times, employees won’t ask questions about industry trends or challenges because they feel they’re wasting their manager’s time. Or, employees fear their manager will think they’re silly for even asking. Of course, not asking questions doesn’t benefit anyone. Projects simply won’t get done as efficiently as they would if employees had the right amount of background information.

So, how is a manager supposed to eliminate employees’ fears of asking for information? First and foremost, make sure your employees understand that you have an open-door policy. But better still, provide your employees with access to published content covering relevant industries and business skills. Make the content available at any time, and from mobile devices. By arming your team with a business content library, featuring multiple publishers for many perspectives, employees can easily seek out their own answers before being compelled to ask for help. This promotes self-directed learning that leads to independence – a trait you’ll want aspiring leaders to possess.

2. Equip employees with proper tools for collaboration.

Aside from providing access to expert content, make sure your content is supported by collaborative tools that empower employees to react to and share what they’ve read with colleagues. The ability to share and exchange ideas is pretty important, especially among the millennial workforce. (As you know, millennials are about to take over the majority). Nearly 50% of millennials support social tools for collaboration. And, 40% would even pay out of pocket for such tech.

Why not include collaborative tools – built around expert content – in your benefits package as a modern perk? Your employees will thank you.

3. Encourage team members to “teach”.

I remember when I first started out in my career, my boss always encouraged us to send relevant articles or content to other team members within our organization. She encouraged us to do this as a way to bring others up to speed on relevant happenings, as well as test our own critical thinking. Why are the articles relevant?

By sharing content and providing context, employees will spark conversations and perhaps even healthy debates within your organization. This results in the development of new ideas that could fuel your next big project.

As employees grow, encourage them to invite clients or prospects into the learning experience in the same manner: by sharing relevant books or videos from your organization’s library of published content, paired with an explanation of why the content is relevant.

Bonus: add ideas on how to turn concepts within the book or video into actionable items for your prospects.

4. Give your team clear opportunities to network.

Some organizations can’t afford to fly their employees from coast to coast to attend conferences and networking events. Not to fret! We live in a world where technology connects global thought leaders with learners, with a few taps of the finger.

In BlueBottleBiz, for example, our platform is built around content produced by experts. The content is paired with collaborative tools that enable employees to network directly with those experts. So, if content resonates with your team, team members can share their thoughts with one another and with the author or business leader responsible for the book or video.

Online learning opens up a whole new realm of networking possibilities, especially outside of an organization’s own four walls.

5. Don’t confine learning to the workplace.

I mentioned earlier a bit about providing mobile access to published content. I can’t stress enough the importance of providing mobile access to the same collaborative learning experience employees have access to at work. Learning shouldn’t be confined to 9-5. It happens in the morning during a long commute, while standing in line for breakfast and a coffee, or in the evening after dinner.

Talk about learning enablement. If you provide employees with access to mobile learning, the opportunities for them to grow are endless. And better yet, learning happens on their own terms. Learning at your team’s convenience will make the entire process more engaging and powerful.

If you’re ready to implement any of the above tactics, let us know. We’d enjoy talking further about how collaborative learning is truly your ticket to improved learning engagement and growth among your teams. Enable employees to learn today. Why wait?

For more on enabling employees, read:

Enabling Collaboration

Organizational Enablers for Project Governance

Enabling Gender Equality