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3 Reasons To Observe Learning On The Job

3 Reasons to observe learning on the job

Less training, more impact – the central focus of most L&D professionals. With most organisations addressing the ‘modern learner’ buzz-creating bite-sized, just-in-time and just-for-me training; it is crucial now more than ever, that L&D professionals focus training on high impact learning to get the right business results.  One way to focus training is to track learning that is and isn’t being applied to determine specific behavior changes you would like to see in your employees that will sway your business results. Here are 3 reason why it matters

1. Creates a lasting behavior change
While most organizations reward for completion of training and scores earning; going beyond to reward employee on displaying or applying the learning creates a fundamental behavioral shift in the individual and the team. For example, rewarding an employee for providing great customer service such as greeting, listening to the customer, asking the right questions etc, not only recognizes the individual for the right behaviours, but sends a strong message to the team on expected standard of customer service, impacting the overall team performance.

2. Reduce cost of learning and learning waste
Learning that is delivered but not applied is a waste … of time and a lot of money (sometimes up to $40,000 for just one training plan, as Bersin by Deloitte points out). Many organizations don’t monitor the concept of wasted learning. CEB (Inside Learning Technology, 2014) found that 45% of learning is not applied on the job and is a problem every L&D function needs to address.  Observing the learning that is applied on the job helps focus on learning that matter to business, reduces wasted learning and the cost of learning initiatives.

3. Effective coaching conversations by manager
Analyzing the application of learning provides accurate information to managers to have effective coaching conversations focused on business critical behaviours that make a difference. Positive behaviours observed are recognized and behaviours that require improvement are based on accurate observations made by managers, enabling various coaching methods such as action-based learning, mentoring, formal training etc. 

Behaviour Observations is built just for that. By following these simple steps you can demonstrate how learning contributes to behaviour change that drives business results.

If you’re curious about how this could work in your business or hear our client stories, get in touch with us.