Workplace Learning: Developing Programs That Make An Impact 

The 3Es Model of Learning

Organizations understand that training is essential, but the challenge is providing fun and engaging programs that encourage the workforce to attend and learn new skills. Companies that give their employees more options in learning are more equipped to be agile in facing adversities. Forbes shared that millennials are not the sole target of L&D programs; the older generation has similar needs. However, as they are seasoned professionals accustomed to specific ways, they may not be the easiest to teach. Nevertheless, here’s the upside: it allows L&D professionals to be creative in developing programs that aren’t afterthoughts, but people would actively want to be involved.

Developing Learning Programs

Learning should spark joy in every employee. Keep in mind that your employees want to be in control. Smart choices are necessary for effective learning methods - fulfilling their desire for self-development matters. Thus, having diverse learning programs is critical. Here are the best practices recommended for your members according to the 3Es Model of Learning.

Experience (70%)

Learning by doing is the method of this learning. Employees take on-the-job tasks from various activities of their choice. Roleplays on business cases are suitable for cultivating communication and sales tenacity. Learning sessions like “Data Analytics” and “Hosting Webinars” are facilitated by those willing to share knowledge and expertise. And Centers of Excellence (COE) are developed to maintain top-notch service to its clients. It is an opportunity to fulfill leadership roles, being assigned as champions for some business initiatives to be groomed in managing subordinates. 

Exposure (20%) 

Employee engagement is at the heart of this learning method. Employees learn from and with others. Cross-collaboration is utilized and easily accessible to address gaps among them. On the one hand, an informal group discussion called Fireside Chats is an avenue for people who want to deep dive into topics of mutual interest. There are also interest-based learning clubs that seek to respect individuality by allowing team members to spend leisure through similar hobbies and passions. Enhancing communication through Pecha Kucha presentations is exercised. Members host their passion hour by talking about anything under the sun. Hence, your organization will be able to value the aspirations of your members.

The ability to adapt is non negotiable in every organization. Training programs should have a long-term approach, focusing on initiatives that support the organization’s strategic objectives. Ask yourself, “How can I support my team in delivering their goals while preparing for the needs of the future?”

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