{"id":5818,"date":"2021-08-15T15:16:54","date_gmt":"2021-08-15T13:16:54","guid":{"rendered":"https:\/\/skillstown-nl.prod.stuurlui.dev\/hub\/2021\/08\/15\/getting-more-out-of-your-people-with-the-skillstown-learning-approach\/"},"modified":"2022-12-16T15:39:30","modified_gmt":"2022-12-16T14:39:30","slug":"getting-more-out-of-your-people-with-the-skillstown-learning-approach","status":"publish","type":"post","link":"https:\/\/skillstown-nl.prod.stuurlui.dev\/com\/blog\/getting-more-out-of-your-people-with-the-skillstown-learning-approach\/","title":{"rendered":"Getting more out of your people with the SkillsTown learning approach"},"content":{"rendered":"\t\t
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\n\t\t\t\t\t\t\t\t\tGetting the most out of your employees, and keeping them enthusiastic and motivated to learn and take on new challenges, is key to your success. But how do you go about doing this practically? Let\u2019s take a look.\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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The forget curve<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Training might already be on your agenda, but how many times do you send your team on a course and a month later it\u2019s all been forgotten? How is this possible? German psychologist Hermann Ebbinghaus investigated this phenomenon in his well-known study, the forget curve. Although it\u2019s probably the most unreliable study ever \u2013 Ebbinghaus was the only respondent \u2013 it\u2019s still often cited, and showed that within three weeks he had forgotten 92% of what he had learned.<\/p>

So how can you, as a manager, use this knowledge to motivate employees to follow training courses? To get them to learn new things so that they become more productive, creative or innovative? First of all, by seeing learning no longer as the end, but the means, with the goal to make people perform better.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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Performance support<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Consider, for example, the Excel course that many people have done in the past \u2013 face-to-face with an instructor, and 12 other people in the classroom with you. While you may have covered complicated pivot tables, a few weeks later when you needed to know how to use them, you couldn\u2019t remember.<\/p>

Luckily, it\u2019s all different now. Online learning means that you can learn what you need, when you need it. It doesn\u2019t matter if you can\u2019t remember how to create a pivot table, you can just watch an online tutorial and follow the steps, supporting and optimising your performance at the touch of a button.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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Facilitation is not enough<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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But this method doesn\u2019t work for anyone. Sometimes just an internet connection and access to training material isn\u2019t enough, and we\u2019ve seen this at SkillsTown. We noticed a few years ago that only 15% to 25% of employees continue to train and develop on their own initiative. Forty percent to 60% of employees are interested initially in the training, and then as soon as their manager no longer keeps a finger on the pulse, they drop out. This led us to conclude that simply facilitating lifelong learning is not enough.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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The SkillsTown difference<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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So, we\u2019ve investigated how to get employees into a mode of continual learning and development, and we\u2019re proud to say that our unique approach motivates at least 80% of employees to learn. Here are our top tips:<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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