February 2020 | VP Legacies
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February 2020

What is Emotionally Intelligent Leadership?

What is Emotionally Intelligent Leadership? 1224 806 VP Legacies

The ability to lead an organization effectively involves a myriad of finely-tuned skills. One key aspect of effective leadership is having a high degree of emotional intelligence.

This is what we’ve come to know as emotionally intelligent leadership. Emotionally intelligent leadership can help motivate a workforce through Personal Connection®, keeping them engaged, and reducing turnover.

A leader who is technically excellent at their job is nothing without their employees. A big part of an executive employee’s day is keeping a team performing at their best. This is why emotional intelligence is necessary. At VP Legacies, our eLearning courses help your team and top leadership thrive by developing pathways for Personal Connection®. Here’s our guide to emotionally intelligent leadership.

Related: 9 Reasons Why Your Employees are Your Company’s Most Valuable Assets

What is Emotional Intelligence?

Naturally, an emotionally intelligent leader is one who can understand verbal and nonverbal cues about how a person is feeling. Emotional intelligence can be defined as how well one has a grasp over their own emotions and can recognize emotions in others. These are leaders who are able to factor in both the logical side and emotional side of making decisions.

Emotionally intelligent leaders can apply this same perspective when evaluating the actions and decisions of their team or colleagues. EQ, as it’s commonly abbreviated, is now incredibly important in evaluating leaders and plays an important part in how successful one is in their career. 

Find a course that meets your company’s goals at VP Legacies.

Let’s take a look at the key factors that make up emotional intelligence in leadership:

Self-awareness

a Man gives a speech to his co-workers at lunch

Self-awareness is one’s ability to know how they feel clearly. It’s a muscle that needs to be strengthened over time, involving deep introspection on how one feels and how one reacts to those feelings. 

An acute idea of the emotions one feels is critical in leadership positions. It helps determine how a leader reacts in certain situations and how much their decision making relies on logic over feelings. 

Self-awareness also translates into having a better understanding of one’s strengths and weaknesses and being able to work on the latter. A self-aware leader can form stronger personal connections with employees because they admit that, just like anyone else, they’re not perfect.

Self-regulation

If being self-aware means one has a good idea of how they feel, self-regulation means how they regulate their actions with this knowledge. It’s about how much control one has over themselves. 

As a leader, there’s going to be many times where pressure and stress are high, and self-regulation helps prevent impulsive reactions in such moments. Self-regulation is also about making short-term vs. long-term calls when in a leadership position. Shorter term wins that may be more rewarding must be sacrificed for longer-term gains, and the opposite can also hold true in some scenarios. Self-regulation helps leaders make the right call and communicate next steps in an emotionally intuitive way.

All of this means one needs to have a sound idea of their innate values and principles – something self-awareness can help provide. Self-regulation is then being able to control one’s ability to act to stimuli. 

Related: 6 Tips for Having a Tough Conversation With Your Boss

Motivation

Self-motivation is critical for success and is a key indicator of how well someone does in their career. Self-motivation means one has the ability to set goals, and then work towards achieving those goals independently. 

This can include long-term goals or even the ability to tackle daily tasks. And a natural ability to self-motivate translates into one’s ability to personally connect with others, motivating and inspiring them to ignite their ability to carry out actions. 

Motivation involves a strong degree of EQ, as leaders need to understand what innately motivates their team and how best to communicate in order to inspire them. 

Empathy

Empathy is all about being able to put oneself in someone else’s shoes. It’s being able to look at scenarios from someone else’s perspective and factor this into how decisions or judgments are made. 

Being empathetic is one of the strongest indicators of a leader with high EQ, as they can quickly ascertain why employees behave the way they do and what needs to change in order to foster engagement. 

You can create employee satisfaction and foster productivity solely from being able to understand what intrinsically and extrinsically motivates them. Empathy doesn’t exist in a silo, though and involves the ability to communicate effectively. 

Strong communication is needed in order to better understand someone else’s situation, and communicate to them effectively on the next steps. 

Related: How internal communication strategies boost employee engagement 

Communication

A leader communicates with her team about an issue

Finally the underlying foundation of a high EQ is the ability to communicate effectively. Smooth internal communication within the workplace is the final touch that brings together self-awareness, self-regulation, motivation, and empathy.

A leader that can’t communicate effectively won’t get very far with their company’s bottom line. The ability to tailor your thoughts into effective messaging that best resonates with your audience is a valuable one, since it can increase employee retention and also strengthen your company’s goals.

A leader can be empathetic, self-aware, and highly self-regulated – but it won’t mean much if these can’t be communicated to his colleagues. Communication is paramount in ensuring discussions are productive, conflicts can be resolved, and a workforce can remain engaged and motivated.

When we define communication, this involves both the ability to listen well and ask the right questions or make the right statements. 

Related: 10 Ways to Reduce Employee Turnover

Cultivating Emotionally Intelligent Leadership

Emotionally intelligent leadership isn’t cultivated overnight and requires a dedicated amount of effort and training in order to become good at it as a leader. A recent study showed 71% of employers look for high EQ when it comes to hiring leaders, demonstrating that companies are now valuing it as much as IQ. 

By focusing on the above five areas, one can start to develop tactics on how to strengthen each area, and become an emotionally intelligent leader. You can start building an emotionally intelligent workplace with the help of VP Legacies. Our Personal Connection® 101 course and other customized modules shows you ways to infuse your leadership style with empathy and self-knowledge to help motivate your employees.

Learn more about emotional intelligence with Personal Connection® 101.

Employee's talking at a desk with laptop

Why Empathy in the Workplace Matters

Why Empathy in the Workplace Matters 1228 808 VP Legacies

Empathy is your ability to understand someone else’s perspective by putting yourself in their shoes. In other words, it means you try to understand how someone thinks and feels without necessarily having had the same experience. As a result, you become more compassionate and understanding.

When it comes to the workplace, empathy holds the potential to energize your employees with real connections across the board. The ability to put yourself in your coworkers’ and employees’ shoes means you can better take into consideration their point of view and any concerns they have. You can use these perspectives to create meaningful change. At VP Legacies, we value Personal Connection® as a way to satisfy your employees and increase employee retention. Here’s how you can use empathy to improve your workplace culture.

Related: 9 Reasons Why Your Employees are Your Company’s Most Valuable Assets

Empathy Affects Work Culture 

Studies about empathy have shown that a more empathetic workforce results in better employee retention, communication, culture, quality of work-life, and productivity. The main reason for this is that empathy helps to promote the following in a workplace culture:

  • Employees feel able to openly communicate – not just when they’re successful, but when they face challenges. Empathy improves internal communication by reassuring employees that their colleagues will do their best to understand them and help them through challenges rather than placing blame.
  • Your company leadership understands employee performance in greater detail. Being able to empathize with employees will allow you to use emotional intelligence to have a sense of their needs. For instance, a lack of employee engagement may indicate a need to create a custom eLearning plan for more professional development opportunities.
  • In any task-based situation, it’s easier to process ideas and address problems put forth by fellow employees if you act with empathy. It fosters better internal communication by helping you know the right questions to ask. As a result,  you’ll communicate responses with effective word choice, tone, and content based on the other person’s perspective. 

Learn more about empathy in the workplace with Personal Connection® 101, VP Legacies’ eLearning course for businesses. 

Challenges

Two businesswomen discuss communication challenges in the workplace

Given the potentially productive aspects of empathy, the fact of the matter is that empathy in the workplace is often still lacking. A lot of that has to do with the innate challenges involved in cultivating the skill of empathy. Acting with empathy can be a challenge for the following reasons.

  • Self-awareness and understanding are lifelong skills that need to be strengthened over time. Doing this when it comes to someone else is even more challenging. We’re often focused on the tasks that we need to complete, preventing us from connecting with those around us. Being aware of the way we inhabit space allows us to connect better.
  • Vulnerability is key to empathy, it involves putting someone else’s wants and needs above oneself. This means you need to be truly committed to helping your colleagues, and that often takes some emotional labor. In the workplace context where we often behave in a way to remind others of our authority, we may actually be intimidating others and putting up barriers. 
  • Workplaces are built on putting the ‘business’ and company values first. To some, empathy looks like sacrificing business for employee satisfaction. In reality, the two are inextricably intertwined. After all, you need your employees to reach your bottom line, and their happiness should be a priority.

It takes some effort to be an authentically empathetic leader, but the benefits far outweigh the challenges. Your hard work will show employees that you’re willing to reciprocate their best efforts.

Some Ways Empathy Helps the Workplace

Active listening

Workplaces commonly involve what’s known as passive listening, and many workplace surveys indicate roughly 30% of employees feel that their opinions don’t matter.

This is where better communication in the form of active listening can help. It’s challenging, but this means ensuring that:

  • You acknowledge colleagues when they are communicating, either by nodding or giving verbal indication. Sometimes, it helps to repeat or rephrase what they say just to make sure you understand fully.
  • Asking clarifying questions and leaving back and forths open-ended. A common practice of doing this is by always responding with ‘Yes, and…’ that allows the conversation to continue.
  • Keeping the environment distraction-free during a discussion. This involves having laptop screens closed, and mobiles put away. 

In addition to all of this, it is ensuring one’s accessible and available for colleagues to reach out and talk to you.

Related: How internal communication strategies boost employee engagement 

Ask specific questions

A man in a black blazer speaks at a project management conference

Beyond active listening, it’s also important to get better at asking the right questions to promote a culture of empathy. The key here is asking questions that deep-dive and get to the core of an issue or discussion. By doing this, you’re better able to understand the other person’s perspective.

Examples of deep-dive questioning are introducing specificity and focusing on key details. Follow up with questions that uncover the who, what, when, where, and most important, the ‘why’. 

Avoid any ‘one-size-fits’ all questions, that are far too open-ended and such as ‘Okay, what’s the issue?’ but try to triangulate a specific area to better understand when asking a question. 

Promote assurance and an open mind

Creating a culture that promotes acknowledgment and assurance is also key in helping build up empathy in the workplace. What this means is to approach coworkers with an open mind and acknowledge that what they have done or will do is in one’s own and company’s best interest. 

When issues arise in the workplace, it’s common to make judgments based on one’s own experiences. Promoting an empathetic workplace means that one makes an effort to realize that a workplace consists of a wide range of roles and teams, and effective internal communication should incorporate multiple perspectives. 

Each department and each employee faces their own struggles. Without being in their shoes, it’s hard to fully understand the reasons behind what’s going on. 

Statements of assurance and acknowledgment can be powerful here, so a good practice when a workplace issue arises is to communicate with a preface of “I hear what you’re saying” or “I understand your frustration” before diving in. 

This lets the other person know that you have tried to empathize and keep their perspective in mind. 

Related: 10 Ways to Reduce Employee Turnover

Be more open with colleagues

Two men in a coffee shop laugh together

One of the main factors to a great culture at work is when employees genuinely love to spend time with each other. This means you need to foster deep Personal Connection®, and empathy helps a lot here. 

By not keeping your coworkers an arm’s length away and being more open with them about yourself, your experiences, and your challenges can foster Personal Connection® and strengthen professional bonds.

It’s a marathon, not a sprint

Developing the ability to empathize with colleagues doesn’t happen overnight. Empathy involves mastering a lot of pieces such as the ability to be more introspective, ask better questions, and listen more actively, and much more. 

It’s important to start slowly and focus on one of these areas. Generally, becoming a more effective communicator at work is the best first step towards mastering empathy. 

And don’t let any setbacks deter progress. It’s a challenging endeavor but once mastered can mean a more productive and fulfilling work environment. 

Help Employees Feel Heard

An empathetic workplace means more compassion and percolates through the office. Colleagues are more cordial and understanding of one another, and this means resolving issues quickly while fostering teamwork. Empathy reminds your employees that you care about their emotional wellbeing. With this knowledge, they’ll feel comfortable coming to you to share challenges and successes.

If you want to get started creating an empathetic workplace, our Personal Connection® 101 course is a great start. You’ll learn how to connect meaningfully with employees in real life and with online platforms, creating a workplace culture that values connectivity.

Find a course that meets your company’s goals at VP Legacies.

How to Prepare Employees for a Recession

How to Prepare Employees for a Recession 1232 766 VP Legacies

A smart business prepares itself for anything, especially for a recession. A recession forces human resource personnel to make strategic decisions about spending that might affect employees in a negative way. In times like these, effective internal communication is more important than ever.

Luckily, there are signs companies can look for that might indicate a recession so they have ample amount of time to prepare their employees. For example, the rising rate of unemployment and declining quit rate are signs pointing towards a recession. When a recruiter tells the company that the number of job postings is going down, then that means a recession is approaching within six months.

Luckily, if the employer knows that a recession is about to happen, there are strategies that they can take to prepare their employees. At VP Legacies, we help you retain your valuable employees with strategies for personal connection and effective internal communication. Here’s our guide to preparing them for a recession.

Related: A Guide to Effective Crisis Communication

Track Metrics

The first step in planning for a recession is to have a metric in place. Companies without a tracking metric lack preparation and might end up having to make more spending cuts than necessary. This system should review information about compensation, training, productivity, and other items related to the business goals and the financial aspect. These data will help organizations know what to expect if they were to downsize and might even help them minimize layoffs.

Performance Issues

No one wants to layoff their employees, but sometimes, this is inevitable. Before the recession begins, human resources need to evaluate and document the employee’s work. The common mistake that businesses make is laying off employees that underperform without ample documentation. However, if there is no proof that the employee is underperforming, then that is a lawsuit waiting to happen. 

Another aspect is to be cautious of the reason for laying off an employee. For example, an older and less productive worker can file a lawsuit claiming that he can’t work in the company anymore because of his age. The last thing you want is a company to be struck with months of litigation that can compromise your team.

Documenting employee performance encourages employees to perform well, exceeding expectations during a recession and helping to minimize the number of cuts your company needs to make.

Allocate Resources

The company can save money by decreasing the number of bonuses that they give to employees. It’s up to HR to find out how to allocate limited rewards and monetary gains to workers by looking at the performance review. Of course, employee wages are one of the last (if not the last) categories of spending that you’ll want to reduce. Unfortunately, this might be inevitable.

In the meantime, make sure to let employees know you appreciate their efforts. This might be something as simple as sending an email or keeping your office door open at times to indicate you’re willing to talk. Lines of communications are more important then ever, despite (and perhaps even because of) the possibility of disappointing news.

Evaluate Programs

The company should determine which programs to cut down, and which are useful and should continue throughout the recession. For example, if the company has a high rate of accidents, then they should not cut down the safety training program

A common mistake that employers make is cutting down training development. However, training is vital in building skills and capabilities for future employees. Short, microlearning modules are an affordable option that can minimize spending while ensuring that employees continue to develop necessary skills even during a recession.

Using SWOT Analysis to Help You

The SWOT analysis stands for strength, weakness, opportunity, and threats. This report allows HR to create cost-benefit data about which strategies contribute the most to the business. It helps them indicate which programs should stay and which should go.

Another thing is that SWOT analysis can indicate if recruitment should be reduced or not. The report will show if there are enough funds to incorporate more workers and how many current employees you can maintain. SWOT analysis provides a useful way to avoid unnecessary employee cuts. With thorough analysis, you might even identify wasteful fund usage in areas like corporate events, technology, and other categories where budget restriction isn’t as crucial as it is for your employees.

Flexibility

It’s vital to create a plan to move workers to where they needed to be. That means you should train your workforce to take on various roles in the company in case you may have to suspend the hiring process. 

Another creative and flexible approach is to use workers and technology together. That means you can have employees work 30 hours a week, and use technology to perform the remaining jobs. You can also have recruiters to get on board in the company to manage the employee. In order for this to work, internal communication is vital. You must ensure adequate pathways to communicate even between departments.

Avoid Constant Layoffs

Organizations must avoid constant layoffs. This demoralizing cycle can strip employees away from the security and comfort of working for your company. It’s best to use layoffs as a last resort, and instead make other cuts so that your employees still feel a personal connection to your company.

If a worker who has the most experience and works the hardest in the company observes massive layoffs during the recession, then he or she would be discouraged from continuing their work. Your top employees might start looking for another job that will give them the security that they need. This issue would entail losing a valuable worker and wasting hours of training them.

Keep Employees Informed

Companies need to find the right balance between transparency and not scaring the workers. That means it’s essential to keep the employees informed about the recession and solutions to deal with it, but not share too much information that would put personal connections at stake. After all, no one likes walking into work to find out that the business is cutting half of its employees. Honest internal communication is essential, and it prevents the company from burning any bridges with employees. 

To prevent social media backlash and maintain the trust of current employees, it’s vital to handle layoffs professionally and respectfully. 

Gratitude

Companies need to show gratitude and appreciation for staff members who have worked hard and take on more responsibilities than other workers. 

Gratitude often comes in forms of better recognition and new titles. Showing appreciation can reduce the worker’s fear that they could be the next ones to get fired. Gratitude can come in a variety of forms, such as a pizza lunch or gift card as a small token of appreciation to show that the company acknowledges the employee’s hard work. Praise maintains personal connections between employees and managers, even when economic times are difficult.

Related: Key Takeaways from Recession-Proof Businesses

Empathy

The worst way to handle a layoff is to have security escort the worker out of the door. This issue can discourage the remaining workers, causing them to look for another job.

There is a proper way of laying someone off. It’s vital to show empathy by understanding how they may feel about the situation. That means being respectful with the individual getting laid off by explaining the reasons and thanking them for being in the company. 

It’s also essential for the department to sit down with the remaining workers to discuss potential layoffs, benefits, and severance. HR can let eligible workers know that they can reapply when the company hires again. 

Ensure Everyone is Inspired

The most valuable aspect of the survival of the company during a recession is the employee’s passion and love for the organization. If the workers invest their heart and soul in the company, they will take on a new role and work extremely hard to get the task finished despite having a shortage of staff.

They are more likely to take a pay cut but work harder to ensure that the company stays alive. If the workers are inspired and passionate about the organization, they will do whatever it takes to keep it thriving during the recession. 

The best way to ensure that everyone is vested in the company’s success is to motivate them and to promise a better future. Employers that are honest and trustworthy are most likely to create inspiring people. 

It’s a good idea to let employees know that there could be a potential raise or bonuses after the recession. That way, it keeps them motivated to work twice as hard for the survival of the organization.

Enhance communication

Before a recession or anything that happens to a company, the organization must have a good relationship with its employees. 

The best way to do this is to hire a consultant such as VP Legacies to create strategies to build a great relationship and identify opportunities for personal growth and connection with employees. 

The primary strategy is to focus on empathy and consistency to improve employee retention. These communication strategies are essential to help both employers and employees to cope with the recession.

Keeping Everyone in the Loop

Owning and/or managing a company is like a roller coaster ride. One minute you are on top of the world, and the next you’re facing a recession. It’s easy for a company to thrive and do well during economic growth, but when the recession happens, the organization will have to find ways to survive. 

The main objective is to save money and to cut down on unnecessary programs. Another aspect of survival is to lay off employees. However, the best way to help your workers prepare for the recession is to show empathy, gratitude, and keep them informed during the situation. 

There are also other strategies, such as understanding the metric, data, and swot analysis of the company to get an overall report of what to expect during the downsizing process. 

With the proper techniques and skills, your company would be able to prepare employees successfully during the recession if you engage your employees. To get started with eLearning, microlearning, and other strategies to help your employees feel valued and engaged, check out VP Legacies courses and more.

Related: Custom eLearning Development

How to Create a Recession-Proof Employee Retention Plan

How to Create a Recession-Proof Employee Retention Plan 1218 780 VP Legacies

Talent management is a crucial aspect in cultivating a healthy workplace. Employees and employers work in a mutually beneficial manner, where employees provide their skills and knowledge to help make the company a success. In turn, the company offers them a stable source of income and (ideally) professional fulfillment.

This is the ideal scenario in an ideal world. However, things don’t always stay the same, especially when there’s an economic slowdown or a recession. Managing employees becomes complicated when there are external forces that an employer has no control over. 

To counter any influence of such external forces, it’s essential to optimize for long-term employee retention even in times of economic hardship. At VP Legacies, we believe in the power of personal connection as a way to engage employees. But how can you connect during a recession? Here’s our guide.

Related: A Guide to Effective Crisis Communication

Why Is Employee Retention Important?

Employee retention is how companies make sure that their talent stays with them. When it comes to an unpredictable scenario like recession, employee retention plays a huge role in minimizing losses for employers. When the market situation is unstable, employees tend to feel unsafe and thus are more likely to jump ship. 

For an employer, hiring a new employee costs money. There’s training, onboarding, and other costs involved that put a dent in an already tightened wallet. Employee retention is beneficial for both employees and employers.

How to Create a Recession-Proof Employee Retention Plan

This recession-proof employee retention plan will keep employee morale high and make a company surf against the tides of recession when it comes to managing their human resources.

Communication Is Key

The first step to retaining employees is to have a solid internal communication strategy. Employees like to stay updated about some of the inner workings of an organization. Every big or small success should be shared with the employees. Not only do they feel like their work is producing a tangible benefit but it also increases their confidence in the company. This plays a huge role during the recession as employees won’t feel like their job is at risk as the company is doing well and keeps them updated.

Focus On Training

All employees want to grow on a professional level. If they feel like they’ve stagnated, they’ll look for opportunities where they see scope for them to grow and learn more. If an organization has a training program, employees won’t look for the same opportunity elsewhere as there’s a risk involved.

Invest in training employees, giving them the opportunity to learn and grow and it will reward an organization by increased loyalty and increased productivity. In addition to onboarding training, ongoing training is also important. This helps employees feel valued and develop a personal connection with your company.

Need to build a custom eLearning training program for your company? Find out how VP Legacies can help.

Provide Recognition

Apart from their salary, employees also want to feel appreciated on a personal level. They put in 8-10 hours on a daily basis for a company, and reinforcing them with due praise in any way you can will affect their morale, productivity, and happiness. 

If you don’t reinforce your valued employees, they might feel insecure about their job status and start looking for a new job during a recession. To avoid this, one must make sure all employees feel valued and appreciated. This can be done by recognizing their achievements, hard work, and team effort. By setting up reward systems and incentivizing their contribution, employers are safeguarding the interests of the employees and in turn, benefiting from their increased morale.

Stay Connected

The importance of developing a personal connection is heavily underrated in the rulebook of employee retention. Armchair management just does not work when it comes to a healthy workplace environment. The sheer fact that the leaders in an organization are present and active gives employees a sense of comfort. Personal connections with top-level employees gives forth a sense of availability and trust that is hard to achieve with distant and absent leadership.

Seek Feedback

How does one know what an employee wants? The easiest way is to simply ask them. Often plans don’t work how they are intended to and most managements have no way of quantifying the results. To do so, getting employee feedback becomes a necessity.

An anonymous feedback program can offer invaluable insight into what the employees are thinking and can expose the management to shortcomings they aren’t even aware of. This helps draft a more effective plan of action for the future of any organization.

Take Action

The next step after receiving feedback is to take action. If one has all the information necessary, there needs to be a certain plan of action to implement whatever decision has been made. When employees notice that their opinions are being heard and acted upon in an organization, they feel a personal connection that motivates them to work harder and with a boost in their morale. The key to employee retention is to take the right action at the right time and to be proactive as and when the need arises.

Manage Change Effectively

Change is an inevitable part of every organization. Sometimes it is positive and sometimes it is negative, what matters is how an organization deals with the change and more importantly how it deals with the employees during that period. Remember that when an organization is changing, the employees too feel the effect of the change – whether it is a rise in sales or a merger or even layoffs.

It is important to have a strong internal communication strategy to convey these changes so as to keep the employees updated and to stop any rumors or misinformation from spreading within the organization.

Maintain Balance

To retain employees, organizations have to take the extra step to maintain a work-life balance. Every employee cherishes their time out of the workplace and an organization that prohibits them from that in any manner, intentionally or unintentionally, will be met with high turnover rates, even during a recession. 

Professional Growth Strategies for Employee Retention

If an organization has a culture that promotes communication, conversation, feedback and honesty, employees are much more likely to stick around. Aside from their income, they also value their time, respect and happiness. If a workplace is able to provide all of these, then an employee has no reason to leave and take a risk of starting afresh in a different organization. On the other hand, a workplace culture where employees can seek feedback, improve, and be recognized for their labor is one that encourages employees to stay. Building connections with employees helps them feel supported and empowers them to grow their skillset – thus allowing them to contribute to your company in a positive way.

Employee retention is about creating and harboring a safe culture for the employees and encouraging them to live a happier, more productive life both in and out of their workplace. Are you ready to get started with effective communication? Learn how VP Legacies can help you with an internal communication strategy.

Related: Key Takeaways from Recession-Proof Businesses

7 Types of eLearning Methods for Corporate Training

7 Types of eLearning Methods for Corporate Training 1228 772 VP Legacies

Employees are an integral part of any organization, which is why it’s crucial to form personal connections with them. For companies, this translates to making a conscious effort to retain employees by all means possible. Employees look for an opportunity to grow, and if an organization is able to provide them with that, they are more likely to stick around.

Employers can ensure employee loyalty and retention by doubling down on corporate training. Traditionally, corporate training was dependent on instructors who have expertise in subjects relevant to the training needs of an organization. The organization would then hold seminars, workshops and training sessions led by the instructor(s). All this has changed with the introduction of the internet and digital learning. At VP Legacies, we customize versatile multimedia training modules for improved personal connections at your company. Here’s everything you need to know about eLearning.

Related: 8 Tips for Effective Communication Online

 

 

 

 

 

What is eLearning and Custom eLearning Development?

E-learning is any learning material delivered via the internet. eLearning has found its way into the world of corporate training as a form of valuable communication and real engagement. It has many benefits for both the employer and the employees – not only is it highly efficient, but it is also cheaper to execute. Custom eLearning Development provides convenience, flexibility, reliability, and scalability to any corporate training program. However, it is difficult to choose between the plethora of options available. Here are some of the eLearning methods that a company can include in its corporate training program:

 

 

1. Web eLearning

 

Web eLearning is based on website content. Employees can access this website from their personal device or through the company’s internet. Websites provide employees with the flexibility to learn as and when they can or want to. It does not limit learning to a particular space and allows users to access the information whenever they wish to do so. A website also gives the flexibility to add multimedia, such as text, videos, images, and more. This adds a new dimension to eLearning and makes it more interactive and engaging for the employees. It also familiarizes employees with web-based tools so they can get acquainted with modes of internal communication at your company.

 

 

 

 

2. Virtual Classrooms

Virtual classrooms are basically the modern version of an instructor-led corporate training session. This allows both instructors and attendees to be involved in the process. Instructors are present in the classroom with the help of video software while attendees are present physically. This can also be done remotely via conferencing software. This eLearning model encourages collaboration, ideation, and engagement, helping to create an environment for personal connections. The ‘presence’ of an expert allows back and forth questioning, a live learning experience, and a human element that other modes lack.

 

 

3. Video Modules

Video modules are produced by learning videos that have been made in advance for the reference of the employees. These modules can be animated or with a human instructor. The opportunities are endless when it comes to creating videos for a corporate training program. This is also a highly-flexible mode of eLearning, as the videos can be accessed by users anytime they want. They also have the ability to play the videos as many times as they wish. When it comes to grasping a concept, videos often perform much better than text because humans love graphic-based delivery. The colors, seamless explanation and video format make eLearning easier for the employees.

 

 

 

4. Specialized eLearning

Every organization has different corporate training needs and every employee or group of employees has different needs when it comes to their corporate training. In such scenarios, mass-produced and general corporate training modules just don’t cut it. With custom eLearning development, there is the flexibility of having the ability to choose and customize corporate training programs. With eLearning, employers can establish a personal connection with their employees as they are able to accurately fulfill their needs and not have them learn something that they might either already know or have no need to learn.

 

 

 

5. Social Media Training

 

The world has gone social and employers are just catching up, especially when it comes to corporate training. This eLearning model creates a collaborative environment for the employees and taps into the power of social media. Through a platform like Facebook, Instagram, and Twitter, this program delivers the required knowledge and does so in a cohesive way that encourages teamwork and collaboration. If social media is a key part of your company, this will improve employees’ familiarity with important methods of internal and external communication.

Related: Implications of Technology for Personal Connection

 

 

6. Microlearning

Microlearning refers to the delivery of eLearning content in the form of information nuggets. Each module spans is typically not more than 10 minutes and comprehensively addresses one learning objective at a time. With microlearning, each module focuses on just one topic, this allows users and readers to retain information in a more efficient manner. With microlearning, corporate training reaches a new level of efficiency as it allows better retention rates and finds a way to battle the forgetfulness curve. After adopting this eLearning method, the corporate training strategy dives into establishing a strong personal connection with its employees. The average attention span of humans is not more than 8 minutes and microlearning battles this with create short, relevant and concise pieces of eLearning modules that make corporate training more of a success.

 

 

 

 

7. Mobile learning

 

When it comes to eLearning, accessibility plays a crucial role. What better way to stay accessible than to go the mobile route. Through mobile eLearning, employees have access to the needed information at the comfort of their homes or even during the train ride to work. Mobile learning puts corporate training right into the palms of the employees thus allowing them the freedom to refer to it as and when they wish.

 

Benefits of E-learning

Your education does not have to stop because of a pandemic. Online learning caters to the modernized learner, and it’s rising in popularity, especially during the COVID-19 situation. Here are five advantages of e-learning.

 

1. Saves Time and Money

When it comes to online learning, you can access the platform anywhere and anytime. You don’t need to take time off of work to attend the lecture. In addition to that, it’s cost-effective. You wouldn’t have to waste money on gas and printing out material.

 

2. Better retention

Modern learners retain information better if it’s more interactive and bite-sized. People rather listen to a podcast or watch a video than read through a textbook.

 

3. Consistent

The problem with face to face sessions is the lack of consistency, especially if every professor has different teaching styles and preferences.

Fortunately, online learning offers consistent training, which means that everyone goes through the same experience, regardless of where or when they take the course.

 

4. Scalable

You can use as many employees as you need, and it’s only a one-time investment. The more students you have, the faster you can write off those expenses. 

 

5. Personalization

Everybody has different learning goals and preferences. Online learning makes it possible to cater to everyone’s needs. Students can choose their path and navigate at their own pace. They decide what to learn and when to learn the material, leading to better personalization.

 

 

eLearning – Engagement, Versatility, Autonomy

 

Elearning is a powerful tool for corporate training. It taps into an essential element of employer-employee relationspersonal connection. Choosing eLearning indicates that you’re paying attention to the latest trends in training culture that are here to stay. eLearning methods continue to develop and adapt to you and your employees’ needs, providing an engaging and always modern solution for ongoing learning and training. Your employees will never feel like they’re repeating the same task or lesson over and over again. Instead, they’ll look forward to a new modality (whether a virtual classroom, video, or social media training component) that will help them develop their professional skills.

Elearning allows employees the freedom, flexibility and independence to learn at their own pace. It also broadens the horizon of possible resources due to the internet and the global reach that comes with it. Visit our custom elearning development page to get started with eLearning for your company.

Related: Working From Home: Tips to Stay Engaged and Connected

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