Share this:

In 2019, LinkedIn released dataon how much employees value an organization that promotes learning. According to the survey, 94% of employees who participated noted that they would rather work in a company that will offer to learn.

This report not only clarifies the need for having an education program for employees but also highlights how educational benefits can help with employee retention.

Hence, in this article, we will discuss the benefits of having such a program and how it can be designed effectively.

Designing an Inclusive Education Program

Here’s how you can create a program that will be feasible for your employees. 

  • Wide Outreach

Till now, we have only seen programs that are created for full-time employees. But, the workforce is changing and we now have a number of a contingent or part-time workers. Don’t you think these employees will work better if you offer educational benefits to them as well? Hence, educational or training programs need to be designed in a tailor-made manner to cater to the specific needs of contingent staff.

  • No Waiting Period

The waiting period to access the educational material should be removed. This is because there are things that the employees might not know when they join the organization. Having access to training material will only help your employees improve business performance. So, make this material available to everyone irrespective of the time period they have served the organization. 

  • Financial Model

Sometimes, companies offer higher education through collaboration and the employee is expected to pay only a small ratio of the fee for this education. Generally, this payment is prepaid. But, you can change this structure and allow the employee to opt for installments, post-payment, or part-payment. This can help many employees divide their educational costs. 

  • Delivery Medium

Shift from classroom training to online training or classroom-online training. Classroom lessons could be time and cost heavy. They even lack practical knowledge. Online courses and webinars are the way to solve this problem. This will also be feasible for your employees in terms of accessibility. 

  • Simple Structure

Impart education in the simplest forms. You don’t have to go overboard and collaborate with several universities for higher education. Simply move ahead of this age-old structure and become innovative. 

Here are some examples:

  • Ask your learned employees to gather material and create a knowledge source.
  • Make micro-videos on online video platforms
  • Enhance micro-learning through short-term and engaging learning sessions. For example, explaining one topic at a time.
  • Create an online repository and allow employees to add knowledge-based material to it whenever they find something interesting.
  • Make brainstorming a regular activity.

Benefits of Inclusive Employee Education Program

While common benefits of education are known to all, we will discuss some of the extraordinary less-known benefits of an inclusive program. Apart from improved experience, skills, and knowledge through the educational program, there are also some other additional advantages that simply benefit the organization more. 

  • Improved Collective Performance

 

As the employees brush up on their skills, widen their knowledge in a specific area, they start contributing more to the organization. This contribution improves the collective performance.

Why?

Imagine there are two content writers in the office. One has taken up the educational program and improved his/her knowledge. Looking at the improved skills of the employee, you gave him a promotion or incentives. The other employee was encouraged by the growth of this employee and started learning. He then improved his skills. Both the employees now together trigger a domino effect and in turn, end up increasing the performance of the organization.

  • Higher Retention

 

Many times, employees need something more to stay in an organization. This is especially true for the millennial workforce. You can’t expect them to stay with one employer for several years without constant learning and exposure.  This is because they need change, learning, growth, and other personal skill-development activities. If they don’t get this with one organization, they move to an organization that will facilitate this.

When you offer learning and development opportunities, retention automatically improves. 

  • Enhanced Culture

 

Due to consistent changes in the technological landscape across all verticals, every employee needs to keep learning. If they don’t, their skills can soon get outdated and this may affect their performance.

Hence, every company aims to create a culture where employees have multiple learning opportunities. This reduces the need to bring in new talent to accommodate tech demands. With an inclusive educational program, this culture can be developed. As mentioned above, even one employee can trigger a wave of enthusiasm, encouraging several other employees to follow suit. 

  • Collaboration

 

One of the unknown benefits of inclusive office education is collaboration. 

It is achieved in two ways:

  • Firstly, employees can discuss their learning with peers which creates better interpersonal and professional relationships within the office.
  • Secondly, when employees work together, different strengths of different team members can be combined to achieve the common goal. This helps in building a highly energetic and efficient team.

Conclusion

Inclusive educational structure is the need of the hour. Not only do you need it to retain employees but also consistent learning is necessary to stay relevant in the industry. Develop a structure which offers valuable educational material accessible to all the employees of your organization.

1 Star2 Stars3 Stars4 Stars5 Stars (No Ratings Yet)