Organizations are investing more than ever before in learning and development initiatives, which is good news for employees who want to increase their skills and open new opportunities to advance within the company. Unfortunately, many leaders are using the same techniques that have been used for years in the workplace – a manager or people leader assigns courses, conferences, or training sessions to their employees. Instead of allowing their employees to select their own learning content and style, business leaders issue assignments from the top down.
While this can be successful if the goal is simple compliance – learning science shows that it will have little impact on the employees themselves. To truly move the needle in the workplace, learning must be a conscious choice.
OneRange is the most efficient way for people to upskill. At OneRange, they make it easier than ever for employees to find the learning opportunities that work best for them, leading to greater engagement in the workplace, higher retention rates, and a better investment of learning and development resources. As OneRange CEO Steve Gilman explains, there is a difference between what they consider push and pull learning.
Push learning can often be found in corporate seminars, HR-directed training, and anything within the company that is a necessity for compliance purposes. Push learning experiences are never employee-led, which means the employee does not have the same engagement level as they would if they were to choose a course or conference for themselves.
While these situations may seem like obvious push learning initiatives, there are others that may not be as clear-cut. Gilman explains that when it comes to learning, giving employees the right opportunities is an important piece of the puzzle – but that is not the only piece. People learn best when they have the right resources at the right time.
When it comes to pull learning, timing is just as important. For example, an engineer within a company may want to upskill by taking additional courses, but they don’t have the bandwidth at the moment because they are completing a major project. Empowering employees to not only choose what they want to learn, but when they want to learn it, is the best way to guarantee their success. OneRange makes this possible by allowing people leaders to pre-approve learning opportunities and funds for their employees, giving them the flexibility to choose when and how they elevate their abilities.
OneRange is an all-in-one platform that provides industry-leading learning opportunities for individuals and teams in every department of an organization. Whether they want to take an online course, attend a conference or seminar, or purchase books to further their development, OneRange makes it easy for employees to choose – and for managers to review and approve. Although OneRange provides millions of different learning opportunities through integrations with the leading online learning platforms including Udacity and Coursera, they also allow managers and employees to add material for approval. This opens the door to endless possibilities for learning and growth.
In today’s competitive marketplace, organizations are searching for every benefit that will allow them to attract and retain top talent from around the world. While investing in learning and development is a good place to start, using a one-size-fits-all model or relying on push learning strategies often results in lack of engagement – despite the manager’s best intentions and efforts.
With OneRange, leaders now have access to learning and development pathways that can be custom-fit to every employee. For leaders and managers, this removes the stress and guesswork of trying to decide how to best engage their talent. And for employees, it means they have the tools to improve their skills and further their career, right at their fingertips.
To learn more about how OneRange provides critical opportunities for employee-led learning, visit www.onerange.co.
