Blog

Not Enough Time? Start Prioritizing Learning

stefan@teamfluent.com (Stefan Sarbu) — Mon, 24 Jul 2017 08:35:23 GMT

Do you feel you never have enough time in a day to do everything you want (or need) to do? If so, you certainly aren’t alone. Often, this feeling that you don’t have enough hours to work with comes about as a result of stress. When there are a million different things on your plate, or you feel everything is hitting at once, your stress levels go up and your perception of time starts to shift. You still have the same number of hours to work with, but it suddenly feels like a more limited resource than it did yesterday.

How to Structure an Employee Learning Plan

ilie@teamfluent.com (Ilie Ghiciuc) — Fri, 14 Jul 2017 12:04:06 GMT

Many people mistakenly assume that their days of learning are over when they finish school and enter the job market, but nothing could be further from the truth. In fact, a person’s ability to learn and incorporate new knowledge is one of their most vital assets at any given point in their careers, no matter what they do for a living. You'll hear many people talk about the importance of having a plan for your development, but no one really tells you how to create one. Until now. By the end of this article you will have learned not only how to structure an employee learning plan but also how to encourage engagement in your team.

The Neuroscience of Peer Learning

cezara@teamfluent.com (Cezara Pralea) — Thu, 06 Jul 2017 12:45:54 GMT

The good news is that more and more businesses are recognizing the importance of ongoing employee learning and development (L&D)—not just for increase capability and productivity, but also for employee engagement and retention. The bad news is that many companies are neglecting one of the most important parts of the L&D landscape: peer learning.

Indeed, not all learning opportunities have to come from classes, seminars, or other outside development programs. On the contrary, much of the knowledge that you want your employees to learn is already in your organization somewhere. The tricky part is figuring out how to facilitate the knowledge transfer from the person or people that have this knowledge to the people who want it.

Can Learning Help Increase Employee Engagement?

cezara@teamfluent.com (Cezara Pralea) — Fri, 30 Jun 2017 11:31:09 GMT

Most business owners and managers would concede that employee engagement is instrumental to employee retention. You’d see a similar consensus concerning the value of employee retention in general. According to the Center for American Progress, the costs of employee turnover can range from 16% to 213%, depending on the level of employee and the skill and complexity of the job at hand.

Combine these two factors, and it’s fair to reason that most companies understand that high employee engagement levels help save money. To increase employee engagement is to decrease turnover, which in turn can mean keeping more cash in the company coffers.

4 Best Practices for Shared Team-Learning

Guest: Pratik Dholakiya — Mon, 26 Jun 2017 14:57:42 GMT

Much of today’s organizational work is knowledge-based. Employees need to hone their skills and upgrade their know-how to become more productive. This can be easily done through shared team-learning. However, much knowledge within an organization often remains unshared.

Taking Learning To The Next Level With Gamification

ilie@teamfluent.com (Ilie Ghiciuc) — Thu, 22 Jun 2017 12:36:20 GMT

How does your business motivate employees during training and development processes?

Leveraging E-Learning for Sales Enablement

stefan@teamfluent.com (Stefan Sarbu) — Tue, 13 Jun 2017 15:04:02 GMT

What does your organization do for sales enablement? If you are like many sales-driven businesses, you focus on in-person training or on-the-job shadowing. From classroom presentations to day-long experiences where trainees watch more seasoned salespeople in action, there are many ways to push sales enablement through training.

Why Learning And Engagement Are Inseparable

cezara@teamfluent.com (Cezara Pralea) — Fri, 09 Jun 2017 14:45:17 GMT

Employees who are engaged at work are more likely to be productive, deliver top-quality work, bring new ideas and innovations into the mix, and take ownership of your company’s brand mission. A good employee and an engaged employee are one and the same. Unfortunately, many businesses suffer from a lack of engagement among their employees, which leads to sub-par work, low morale in the workplace, and high employee turnover rates.

How can you cultivate workers who are happier, more valuable, and more likely to stick around for the long haul? The answer can be found in professional training and development.

Use These KPIs To Measure Training Effectiveness

stefan@teamfluent.com (Stefan Sarbu) — Tue, 06 Jun 2017 07:08:24 GMT

HR managers face a tough dilemma when it comes to employee training, education, and development. On the one hand, learning is linked to engagement in the workplace. After all, if employees feel like they are progressing and gaining new skills or knowledge from a job, they will be more likely to work hard and stick around. On the other hand, company leaders always want to know the bottom line—the ROI or other benefits—which can be exceedingly difficult to measure when it comes to employee learning and development.

4 Ways to Ensure Learning Transfer

cezara@teamfluent.com (Cezara Pralea) — Tue, 23 May 2017 07:42:32 GMT

For HR managers, one of the most difficult parts of the job is balancing the need for talent development with the number-crunching expectations of CEOs, company leaders, and stakeholders. Investing in ongoing training and development is an effective way to make sure that employees feel like they are valued and that they are growing and progressing with your business.

Without education and development, it can be all too easy for workers to feel neglected, or to think they are stagnating in a role that offers limited growth opportunities. It’s when these negative feelings start to creep in that talented people jump ship to find jobs elsewhere.