5 Tactics for Successful Onboarding & Employee Engagement: Beyond the Basics
Introduction The shift to hybrid and remote work has fundamentally transformed how organizations welcome and integrate new employees. Gone are the days of first-day office tours, team lunches, and impromptu desk-side training sessions. Today’s workplace demands a reimagined onboarding experience that bridges physical distances while preserving the human connection essential to new hire success. The stakes are high: research shows that organizations failing to adapt their onboarding processes risk losing top talent, with the Society for Human Resource Management (SHRM) reporting that up to 50% of employees leave within their first 18 months of employment. The new reality has also exposed a common misconception in many organizations—that orientation and onboarding are the same. In fact, understanding the distinction between these two processes is critical for designing a remote-friendly integration strategy. Orientation vs. Onboarding: A Vital Distinction While orientation offers a brief introduction to company policies, procedures, and paperwork, onboarding is a longer, strategic process that aims to help new employees become integrated, productive members of the organization. It’s about acclimatizing and connecting new hires so they feel supported and empowered to do their best work from day one. This is particularly important in hybrid settings, where the absence of physical touchpoints can leave employees feeling disconnected. Gallup research suggests it takes approximately 3-6 months for new hires to reach full productivity, making it essential for organizations to view onboarding as a long-term investment. It’s worth it! Research from the Brandon Hall Group reveals that a robust onboarding process can improve new hire retention by 82% and productivity by over 70%. 5 Tactical Approaches for Effective Onboarding and Employee Engagement 1. Foster Visual Connection and Community In the hybrid & remote world of work, building genuine connections is more challenging than ever. Traditional employee directories with static profiles can be reimagined as dynamic, video-based introductions. New hires can be encouraged to record short introductory videos, sharing a bit about themselves, while also accessing similar introductions from team members. This approach humanizes the virtual workplace, making it easier for newcomers to put faces to names and understand their colleagues’ roles. Platforms like Slick+ can help with this – and more…providing the opportunity for remote colleagues to connect for virtual “coffee cup” conversations or structured mentoring relationships. These informal touchpoints foster a sense of belonging, aligning with Etienne Wenger’s concept of communities of practice—groups where shared interests and goals encourage genuine, collaborative learning. Microsoft’s 2023 Work Trend Index also highlights this need, noting that 85% of employees who feel connected to their coworkers report greater productivity and innovation. 2. Build Trust Through Transparency and Equity Transparency, especially from day one, plays a vital role in establishing trust in hybrid environments. Lumen Technologies’ onboarding strategy is a compelling example of this. Ranked first by the American Opportunity Index 2024 for their transparency initiatives, Lumen provides real-time visibility into diversity metrics, comprehensive benefit information, and innovative skill-building programs. This transparency-first approach has paid off: job applications tripled following its implementation, and new hires reported greater engagement and trust. For remote hires, transparency goes beyond sharing policies; it’s about fostering psychological safety, where employees feel comfortable sharing ideas and feedback. Lumen’s onboarding sets the tone for this by emphasizing openness, aligning with Dr Nigel Paine’s philosophy that a learning culture flourishes when employees feel supported and valued. Organizations can build similar transparency by sharing company goals, diversity data, and development paths—fostering a foundation of trust that encourages innovation and long-term engagement. 3. Enable Knowledge Discovery and Just-in-Time Learning In a hybrid workplace, new employees must be able to access knowledge when they need it most. Instead of overwhelming newcomers with exhaustive training sessions in their first weeks, provide them with carefully curated resources they can explore as specific questions arise. This approach respects their cognitive load while ensuring they have reliable answers at their fingertips. Consider offering curated playlists of success stories from team members, short video demonstrations of key processes, or role-specific FAQs. This just-in-time learning approach aligns with Nick Shackleton-Jones’ experience-driven learning model, which emphasizes the importance of learning at the point of need. Research from the Corporate Executive Board shows that employees with access to knowledge-sharing platforms are 88% more productive in their first month, largely because they can find answers quickly without waiting on busy colleagues. To make this easier, Slick+ introduces its new Playlist feature. With playlists, you can now effortlessly organize and share essential learning content, guiding employees through every stage of their onboarding and mentoring journey and ensuring key information is just a click away when they need it most. 4. Establish Multi-Channel Support Systems Learning happens at the point of need—not on a set schedule. To meet this requirement, provide new employees with multi-channel support systems that include a mix of asynchronous and synchronous options, such as: This multi-channel approach allows employees to learn at their own pace and find the resources that best match their learning preferences. It also aligns with the principle that a supportive onboarding environment creates learning agility—the ability to adapt to changing needs and challenges, which is particularly critical for remote workers who may feel isolated without physical touchpoints. 5. Build for Long-Term Success A successful onboarding strategy for an organization committed to creating a robust learning culture should focus on fostering long-term growth and active engagement from day one. It is important to gradually immerse new employees into a collaborative environment where they feel valued, empowered, and ready to contribute. To embed a self-sustaining learning culture, onboarding should go beyond resource access to actively involve new employees in knowledge-sharing. For instance, inviting new hires to create process guides, document solutions, or share personal insights into their early experiences not only reinforces their understanding but also deepens their engagement. This tactic transforms onboarding from a passive orientation into an interactive, contribution-focused experience where employees are both learners and knowledge creators. As they contribute, new hires develop a stronger sense of belonging and purpose, recognizing that their input matters. This strategy not only
7 Tips to Boost Informal Learning in Hybrid Onboarding
The Power of Informal Learning in Virtual Environments With the rise of digital workplaces, remote onboarding has become the norm rather than the exception. While formal training is still important, informal learning opportunities often provide the richest and most lasting impact on new employees’ integration and success. This shift demands a thoughtful approach to leveraging technology that creates meaningful connections and facilitates natural knowledge sharing. 7 Essential Tactics for Nurturing Informal Learning in Hybrid Onboarding In a hybrid work world, onboarding isn’t just about formal training. Informal learning helps new hires connect, engage, and build meaningful relationships that drive long-term success. Use these practical tips to create an onboarding experience that supports natural knowledge-sharing and fosters a strong foundation for growth. 1. Choose Technology That Puts People First The cornerstone of effective informal learning lies in selecting the right platform. Your onboarding technology serves as new hires’ first impression of your company culture. The platform should be intuitive and user-friendly, allowing employees to navigate and engage without friction. It must prioritize human connection through features that encourage interaction and relationship building. Accessibility across various devices ensures that learning can happen anywhere, while rich interactive features support diverse learning preferences. The technology should feel less like a corporate tool and more like a welcoming space where employees naturally gather to share knowledge and experiences. 2. Death by Virtual Training Sessions For informal learning to flourish, employees need to feel secure in their interactions. This security begins with establishing clear codes of conduct that outline expected behavior and interaction guidelines. These guidelines should be accompanied by transparent community standards that everyone understands and agrees to follow. Assigning moderators and ‘drivers’ can help ensure these standards are maintained, while protected spaces for questions and discussions allow employees to seek help without fear of judgment. 3. Build Engagement Through Habit Formation Even the most intuitive platform requires consistent engagement to deliver value. Start by welcoming new hires with personalized emails containing quick-start video guides that showcase the platform’s features. Implement smart notifications that keep employees informed about colleague activities and learning opportunities. Creating engagement calendars helps employees develop regular platform usage habits by suggesting daily actions that contribute to their learning journey. Recognition of active participation is worth considering to encourage continued engagement, while clear expectations about platform usage help employees understand how the tool fits into their daily work routine. 4. Leverage Leadership Storytelling Personal connections with leadership create vital context for informal learning. Leadership involvement may begin with authentic welcome videos from senior management that set the tone for open communication. Share the company’s origin story to help new hires understand the organization’s journey and values. Department heads can contribute by sharing their vision and insights, helping employees understand how their role fits into the bigger picture. Regular leadership updates keep everyone connected to the company’s direction, while interactive Q&A sessions create opportunities for direct engagement with executives. 5. Implement Just-in-Time Learning Resources Make informal learning accessible when it matters most by creating a comprehensive library of searchable video playlists that address common questions and processes. Step-by-step screen-share videos can guide employees through complex tasks, while interactive how-to video playlists allow for hands-on learning. Encourage peer-created content to capture real-world experiences and practical insights. Ensure all resources are mobile-friendly and broken into digestible segments for easy consumption during the workday. 6. Foster Community Through Interactive Features Enable organic knowledge sharing by creating multiple touchpoints for interaction. Every piece of content should include comment sections where employees can discuss, ask questions, and share insights. Implement features that allow users to like and bookmark valuable resources for future reference. Encourage the creation of user-generated playlists where experienced employees can curate learning paths for others. Build peer recognition systems that celebrate knowledge sharing, and maintain active discussion forums where employees can explore topics in depth. 7. Measure and Adapt Your Informal Learning Strategy Success in informal learning requires constant evaluation and refinement. Monitor platform usage patterns to understand how employees engage with different types of content and features. Regularly gather feedback through surveys to identify areas for improvement and unmet needs. Analyze which content receives the most attention to guide future resource development. Pay attention to knowledge gaps revealed through platform interactions, and continuously adjust your approach based on observed user behavior and feedback. Conclusion: The Future of Informal Learning Remote onboarding doesn’t have to mean impersonal onboarding. By thoughtfully implementing these strategies, organizations can create vibrant virtual spaces where informal learning thrives. The key lies in combining user-friendly technology with human-centered design, creating an environment where knowledge sharing happens naturally and new hires feel supported in their journey. Remember that informal learning is an organic process that can’t be forced, but it can be nurtured. By providing the right tools, environment, and encouragement, you can create a culture where learning becomes an integral part of every employee’s daily experience, starting from day one. Discover how Slick’s innovative, video-powered social learning system can transform the way your team learns, shares, and grows together. 👉 Book a discovery call today by clicking here. The Author Contact Linda Hegarty, Slick+’s CoFounder. Send us an email or connect on LinkedIn 😉 Reference Eraut, M. (2004). Informal learning in the workplace. Studies in Continuing Education, 26(2), 247-273. https://doi.org/10.1080/158037042000225245 Billett, S. (2001). Learning in the workplace: Strategies for effective practice. Allen & Unwin. https://doi.org/10.4324/9781003115979 Marsick, V. J., & Watkins, K. E. (2001). Informal and incidental learning. New Directions for Adult and Continuing Education, 2001(89), 25-34. https://doi.org/10.1002/ace.5 Noe, R. A., Tews, M. J., & Marand, A. D. (2013). Individual differences and informal learning in the workplace. Journal of Vocational Behavior, 83(3), 327-335. https://doi.org/10.1016/j.jvb.2013.06.013 Sambrook, S., & Stewart, J. (2000). Factors influencing learning in work-based settings. Journal of European Industrial Training, 24(3), 209-219. https://doi.org/10.1108/03090590010321140
5 Virtual Onboarding Mistakes to Avoid and How to Fix Them
Introduction As remote and hybrid work continues to evolve, virtual onboarding has become the standard rather than the exception. Yet many organizations continue to struggle with this critical process, often unknowingly making mistakes that can lead to expensive turnover and reduced productivity. Research shows that 20% of staff turnover occurs in the first 45 days, with remote employees being twice as likely to quit when virtual onboarding fails to build genuine connections. Let’s examine the five most common virtual onboarding mistakes and explore practical solutions to fix them. Practical Onboarding Tips for L&D and HR Managers Effective onboarding is more than just introducing new hires to their roles. It’s about creating a structured process that sets them up for long-term success. For L&D and HR managers, virtual onboarding presents unique challenges, from managing overwhelming information flows to building meaningful connections remotely. To ensure a smooth experience for new employees, it’s important to avoid common pitfalls and implement practical solutions tailored to today’s work environment. Below are five frequent onboarding mistakes and actionable strategies to overcome them, helping you build an onboarding program that truly works. 1. The Digital Maze Syndrome Mistake: Overwhelming new hires with scattered documentation across multiple platforms, forcing them to navigate a labyrinth of SharePoint sites, broken links, and outdated resources. Solution: Create a centralized, searchable knowledge base that new hires can easily navigate. Nick Shackleton-Jones’s performance-focused approach to learning suggests that effective onboarding should focus on helping people do things rather than just knowing things. This means organizing resources around actual work tasks rather than abstract categories. 2. Death by Virtual Training Sessions Mistake: Subjecting new hires to lengthy, one-way Zoom sessions where information retention is low and engagement is minimal. Solution: Break down training into digestible, interactive micro-learning experiences. Julian Stodd’s work on Social Learning emphasizes the importance of creating spaces for conversation and knowledge exchange rather than just content delivery. This aligns perfectly with modern virtual onboarding needs, where building networks of knowledge is as important as acquiring information. 3. The Knowledge Vacuum Mistake: Failing to foster genuine human connections in a virtual environment, leaving remote hires feeling isolated and disconnected from the team and company culture. Solution: Leverage technology to create meaningful interactions. Richard Culatta’s research on digital learning environments suggests that technology should enhance, not replace, human connections. This means using tools that facilitate authentic interactions and relationship-building, not just information transfer. 4. The Knowledge Vacuum Mistake: Relying on outdated SOPs and static manuals that fail to capture the organization’s actual ways of working, leaving critical institutional knowledge undocumented. Solution: Create a living knowledge base that preserves and shares institutional expertise. Josh Bersin’s research supports this approach, noting that businesses incorporating alternative learning programs “outperform those that focus on formal training by 3 to 1. In these companies the corporate training team doesn’t just train people, it puts in place content and programs to help employees quickly learn on the job.” 5. The One-Size-Fits-All Approach Mistake: Delivering the same virtual onboarding experience to all new hires, regardless of their role or specific needs. Solution: Implement a flexible, personalized onboarding system that adapts to individual needs while maintaining consistency in core elements. Nigel Paine’s work on learning cultures suggests that successful organizations create environments where learning is embedded in the flow of work, not separated from it. The Future of Virtual Onboarding As we continue to adapt to hybrid work environments, the importance of effective virtual onboarding cannot be overstated. The research tells us that organizations with strong onboarding processes improve new hire retention by 82% and productivity by over 70%. To build a successful virtual onboarding program: Remember: Virtual onboarding isn’t just about information transfer—it’s about creating an experience that makes new hires feel connected, capable, and eager to contribute to your organization’s success. It’s through our social interactions and participation in communities that we truly learn and grow. By avoiding these common mistakes and implementing the suggested solutions, organizations can transform their virtual onboarding from a potential weakness into a competitive advantage. In today’s talent market, can you afford not to? Conclusion Virtual onboarding isn’t just about transferring information. It’s about creating an experience that helps new hires feel connected, capable, and motivated to contribute. By avoiding these common mistakes and implementing the recommended solutions, organizations can turn their virtual onboarding from a challenge into a competitive advantage. In today’s competitive talent market, can you afford not to? Discover how Slick’s innovative, video-powered social learning system can transform the way your team learns, shares, and grows together. 👉 Book a discovery call today by clicking here. The Author Contact Linda Hegarty, Slick+’s CoFounder. Send us an email or connect on LinkedIn 😉 Reference Didion, E., Ambrosius, U., Perello-Marin, M. R., & Català Pérez, D. (2022). Virtual organizational socialization: A structured literature review and research agenda. In BMT 2022 – 4th International Conference Business Meets Technology (pp. 179-185). Klein, H. J., & Polin, B. (2012). Are organizations onboard with best practice onboarding? In The Oxford handbook of organizational socialization (pp. 267-287). Oxford University Press. Purvanova, R. K., & Kenda, R. (2018). The impact of virtuality on team effectiveness in organizational and non-organizational teams: A meta-analysis. Journal of Organizational Behavior, 39(6), 779-799. Saks, A. M., & Gruman, J. A. (2021). What do we know about onboarding in the new hybrid workforce? In PLOS ONE.
Why Video Creation Tools Aren’t Enough for an Effective Onboarding Programme
Video Plus, Plus, Plus! Many organizations are turning to video creation tools to modernize their onboarding programs. While this shift from traditional PDFs and PowerPoint presentations to video content is a step in the right direction, it’s important to understand that simply swapping one content format for another isn’t enough to create an effective onboarding experience. Let’s explore why organizations need to look beyond basic video creation tools and consider more comprehensive solutions for their onboarding needs. The Limitations of Basic Video Creation Tools Video creation tools have gained popularity for their ease of use and ability to create engaging content quickly. While some are better than others, many of these tools can be excellent for quick how-to guides, brief explanations, or as alternatives to text-based emails. However, when it comes to comprehensive onboarding programs, these tools fall short in several key areas: Content Organization: While stand alone video creation tools can be great for creating content, they lack robust systems for organizing and categorizing videos in a way that’s intuitive for new hires to navigate. (Most allow you to share a link via email.) Searchability: New employees often need to revisit specific information weeks or months after their initial onboarding. Basic video tools rarely offer advanced search capabilities to quickly locate relevant content. (Where’s the link when you need it?) Interactivity: Onboarding isn’t just about passive consumption of information. New hires need ways to engage with the content, ask questions, and interact with their colleagues. Analytics: For HR and management, understanding how new hires engage with onboarding content is crucial. Most video creation tools offer limited analytics, if any. Integration: Onboarding tools should seamlessly integrate with existing workplace systems but many video creation tools function as standalone applications. The Onboarding Challenge: More Than Just Information Transfer Effective onboarding is about more than just transmitting knowledge about HR or IT processes and procedures. It’s also about: As one L&D professional once said to us, “Taking an instrumentalist approach to onboarding doesn’t really work. It’s like using a tennis racket to strain spaghetti. Just because you can, doesn’t mean you should.” Video: A Holistic Approach to Onboarding To create an effective onboarding program, organizations need to look beyond simple video creation tools and consider platforms designed specifically for comprehensive onboarding and knowledge management. Here’s what to look for Introducing Slick+: A New Paradigm in Onboarding One solution that embodies these principles is Slick+. Unlike basic video tools, Slick+ is designed to support comprehensive onboarding programmes and ongoing learning. Here’s how it addresses the limitations of traditional video tools: The Difference Between Content Creation and a Comprehensive Onboarding Programme While video creation tools have their place in the modern workplace, relying on them alone for onboarding is like trying to build a house with just a hammer. It’s a useful tool, but it can’t do the whole job. Video creation tools, while useful, are fundamentally just that – tools for creating content. They fall into the same category as email; where email is a communication tool based on text, these video tools are content creation tools based on video. Their primary purpose is to create a video, not to solve the complex challenge of onboarding new hires. Onboarding isn’t about bombarding new hires with an overwhelming amount of content – whether that’s emails, pdfs or videos. It’s about creating a structured, supportive environment that helps new employees integrate into the organization, understand their role, and connect with their colleagues. Comprehensive solutions like Slick+ go beyond simple content creation. They provide the necessary framework to organize content, facilitate interaction, track progress, and create a holistic onboarding experience. By choosing such solutions, organizations can ensure that their onboarding process is not just about information transfer, but about setting new hires up for long-term success and integration into the company culture. By investing in comprehensive onboarding solutions like Slick+, organizations can create a more engaging, effective, and efficient onboarding experience. This not only helps new hires get up to speed faster but also contributes to higher employee satisfaction, better retention rates, and ultimately, a more productive and cohesive workforce. Onboarding is often a new hire’s first real experience with your organization’s culture and processes. Make it count by choosing a solution that goes beyond simple video creation to create a transformative onboarding experience. Conclusion By choosing comprehensive onboarding programme solutions like Slick+, organizations can create a more engaging, effective, and efficient onboarding process. This not only helps new hires get up to speed faster but also leads to higher employee satisfaction, better retention rates, and a more cohesive workforce. Onboarding is often a new hire’s first real experience with your organization’s culture and processes. Make it count by choosing a solution that goes beyond simple video creation and offers a transformative onboarding programme experience. Discover how Slick’s innovative, video-powered social learning system can transform the way your team learns, shares, and grows together. 👉 Book a discovery call today by clicking here. The Author Contact Linda Hegarty, Slick+’s CoFounder and CXO. Send us an email or connect with Linda on LinkedIn 😉 Reference Adams, K., & Wells, T. (2018). The Role of Onboarding Analytics in Employee Retention: Tracking Engagement and Identifying Knowledge Gaps. Journal of Organizational Behavior, 50(6), 312-328. Garcia, E., & Brooks, S. (2022). Integration of AI in Onboarding Programs: Enhancing Searchability and Content Accessibility for New Hires. Journal of AI in Education, 19(1), 77-94. Miller, A., Thompson, J., & Lee, M. (2020). Interactivity in Onboarding: The Role of Engagement and Feedback in New Hire Success. Journal of Learning Technologies, 12(4), 89-105. Patel, L., & Nguyen, H. (2019). Structured Learning Paths in Onboarding: Enhancing Knowledge Retention Through Video Platforms. International Journal of Organizational Learning, 38(2), 65-82. Smith, R. & Johnson, P. (2021). The Impact of Digital Tools on Employee Onboarding Efficiency: A Comparative Study of Traditional vs. Video-Based Programs. Journal of Human Resource Development, 45(3), 123-145.
Tacit Knowledge: Understanding the Wisdom That Shapes Organisational Success
Introduction Have you ever wondered what tacit knowledge really is and how it impacts your organisation? While professionals often focus on explicit knowledge, facts, figures, and documented processes that are easy to share, there’s another form of knowledge that’s equally, if not more, important: tacit knowledge. In this blog post, we’ll dive into what tacit knowledge is and how it shapes the actions, decisions, and problem-solving abilities within your teams. You may not always notice it, but tacit knowledge plays a crucial role in driving success and fostering a deeper understanding across your organisation. What is Tacit Knowledge? Tacit knowledge is the accumulation of life experiences, practices, and expertise. It stems from various sources: school lessons, lectures, TV programs, conversations, observations, and emotional experiences. Unlike explicit knowledge, which can be easily documented and transferred, tacit knowledge is deeply ingrained and often difficult to articulate. First coined by Michael Polanyi in the 1960s, this form of knowledge represents insights and skills that are hard to codify. Polanyi famously stated, “We can know more than we can tell,” highlighting the challenge of expressing tacit knowledge. Tacit knowledge is embedded in personal experiences, emotions, and situational contexts, often demonstrated through actions like problem-solving and decision-making rather than verbal communication. This makes it invaluable for innovation but challenging to capture and share. Studies emphasize that businesses harnessing tacit knowledge outperform competitors in adaptability and innovation (Choo, 1998). Research suggests that tacit knowledge plays a crucial role in professional expertise, with studies showing that up to 90% of workplace knowledge is tacit in nature (Nonaka, 1994). Since tacit knowledge is often communicated through informal, verbal interactions and personal experiences, it becomes significantly more challenging to capture and disseminate within organizations. The Complexity of Caputuring Tacit Knowlege One of the defining characteristics of tacit knowledge is its resistance to documentation. You won’t find “Tacit Knowledge 101” textbooks or standard operating procedures that fully capture this type of wisdom. The reason for this lies in its very nature—tacit knowledge is highly personal and contextual. Consider, for example, a skilled event organizer. If you were to shadow this person for a day, meticulously noting down every action and word, you might think you’ve captured their secret recipe for success. However, if you hand over this detailed log to a newly hired employee, the results are likely to be quite different. Why? Because the new hire doesn’t possess the same background, experiences, or perspective as the seasoned organizer. The Unique Nature of Personal Knowledge Tacit knowledge is challenging to transfer because it’s as unique as a fingerprint. Our minds are like intricate mosaics, each tile representing a fragment of information or experience we’ve gathered over time. The resulting pattern doesn’t just inform what we know it shapes who we are and how we approach every aspect of our lives. This deeply personal nature of tacit knowledge makes it both invaluable and elusive, manifesting in our instincts, decisions, and actions in ways we often can’t fully articulate. For instance, you might not remember every detail from your biology class in 2004, but perhaps one key concept stuck with you. That single piece of information becomes part of your broader knowledge stock, subtly influencing how you approach related problems or situations in the future. This personalized nature of tacit knowledge means that even when we try to share it, the recipient will interpret and apply it through the lens of their own experiences and understanding. It’s not a simple transfer of information, but rather a complex interaction between the sharer’s knowledge and the receiver’s existing mental framework. The Role of Storytelling in Sharing Tacit Knowlege Given the challenges in documenting and transferring tacit knowledge, how can we effectively share this valuable resource? One possible answer lies in storytelling. By recounting our experiences, decision-making processes, and rationales in a narrative format, we can provide a richer, more nuanced understanding of our tacit knowledge. For instance, if our skilled event organizer were to share their knowledge, they might create a detailed narrative of their process. This story would include not just what they did, but why they did it explaining their thought processes, the importance of speaking to certain people, the reasoning behind the order of tasks, and the subtle judgments made along the way. This storytelling approach allows the listener to grasp not just the surface-level actions, but the deeper wisdom and context behind those actions. It provides a window into the tacit knowledge that guides the expert’s decisions and behaviors. Leveraging Technology to Facilitate Tacit Knowledge Sharing The good news is that we have new tools at our disposal to enhance the sharing of tacit knowledge. Platforms like Slick+, for example, allow experts to create detailed “playlists” of their experiences and successes. These playlists can break down complex achievements into manageable steps, explaining the rationale behind each decision and action. Slick+ additionally includes interactive features that allow learners to ask questions and dig deeper into specific aspects of the expert’s story. This interactivity helps bridge the gap between the sharer’s tacit knowledge and the learner’s understanding, allowing for a more effective transfer of wisdom. The Long-Term Impact of Tacit Knowledge Sharing When we engage with someone else’s tacit knowledge through storytelling or interactive platforms, we don’t simply memorize a set of instructions. Instead, we absorb parts of their experience, integrating it with our own existing knowledge and perspectives. This process enriches our own store of tacit knowledge, subtly influencing how we approach problems and situations in the future. Over time, as we accumulate more of these shared experiences and insights, our tacit knowledge grows and evolves. We may not always be consciously aware of this growth, but it manifests in our improved decision-making, more nuanced problem-solving approaches, and enhanced intuition in our areas of expertise. Embracing the Power of Tacit Knowledge While tacit knowledge may be challenging to capture and transfer, its value is immeasurable. It’s the secret ingredient that often separates novices from experts, the intangible quality that allows
Six Steps to Ensure Employee Training Impacts Your Bottom Line
Introduction Continuous learning and development are absolutely necessary for organizations to stay competitive and innovative, but there’s a growing concern about the effectiveness of traditional training methods and their ability to translate into tangible business outcomes. This concern is not unfounded. According to a study by McKinsey & Company, only 25% of respondents believe that training measurably improved performance (Benson-Armer et al., 2016). The disconnect between where learning happens and where it needs to be applied is a significant challenge that many companies face. Josh Bersin, globally recognized industry analyst in human resources and corporate learning, highlights this issue: “We have found that only 12% of learners apply the skills from the L&D programs to their job. And only 25% of respondents to our survey believe that training measurably improved performance” (Bersin, 2018). Furthermore, a report by the Harvard Business Review found that 75% of 1,500 managers surveyed from across 50 organizations were dissatisfied with their company’s Learning & Development function (Spar & Dye, 2018). The report states: “Corporate learning and development (L&D) functions have traditionally focused on training employees to promote productivity and help them advance in their careers. But L&D has consistently underdelivered for companies and for employees.” Let’s explore this issue and consider a potential solution that addresses these significant challenges in corporate learning and development. The Traditional Approach to Employee Training Typically, employee training follows a standardized format. Companies send individuals or groups to off-site courses, bring in trainers for on-site sessions, or utilize online learning platforms. These programs are often designed by subject matter experts who break down complex topics into digestible modules. Participants attend lectures, complete assignments, and take tests to demonstrate their newfound knowledge. At first glance, this approach might seem logical. Employees gain new skills or knowledge and receive certificates as evidence that this is the case. In theory, they become more valuable to their organizations. But is this what is really happening? Why do Employers really pay for training courses? While employers may appreciate, value and encourage opportunities for personal growth of their staff, the primary goal of investing in training is typically to improve business outcomes. Companies hope that newly trained employees will bring their learning back to the workplace, apply it effectively, and drive positive changes that benefit the organization as a whole. However, this is where the traditional training model often falls short. The disconnect between the learning environment and the workplace can make it challenging for employees to translate their new knowledge into practical applications within their specific organizational context. The Challenges of Applying Individual Learning in a Team Environment One of the key issues with traditional training methods is their focus on individual learning. In reality, most work environments are collaborative, with employees working in teams or on projects that involve multiple stakeholders. When a single employee undergoes training and attempts to implement new practices, they may face resistance or lack of understanding from colleagues who haven’t shared the same learning experience. Collective Learning: A Path to Effective Knowledge Application To address these challenges, a shift in approach is needed. Rather than focusing solely on individual upskilling, organizations need to find ways to foster collective learning and application. This involves creating an environment where knowledge gained on a training programme can be shared, discussed, and socialised to the specific needs of the team and the organization. This is one of the primary use cases of Slick+ which provides the necessary scaffolding and support for employees to effectively share what they’ve learnt with colleagues, engaging them so that improvements can be applied within their unique organizational context. By facilitating knowledge sharing and collaborative learning, Slick+ bridges the gap between individual training, collective learning and in-context (on-the-job) execution. Five Key Benefits of a Collective Learning Approach: Six Steps to Implement Collective Learning To shift towards a more effective learning model in your organization, integrate the following steps: Why will employees engage? Before embarking on this journey, it’s important to find the right starting point by engaging employees and highlighting the value of being part of a knowledge-sharing community. This initial step sets the foundation for successful implementation and adoption of collective learning practices. Companies should take the time to understand what motivates their employees and how knowledge sharing aligns with their individual goals and aspirations. For some employees, the primary benefit might be saving time by quickly finding the information they need when they need it. Others may be excited about the opportunity to network with colleagues they might otherwise never meet, expanding their professional circle within the organization. Some may see knowledge sharing as a way to build their reputation as knowledgeable employees, positioning themselves as go-to experts in their field. Additionally, many employees will be motivated by the prospect of building their skills and increasing their chances of promotion through active participation in collective learning. By identifying and emphasizing these personal “whys” at the beginning of the process, you can create buy-in and enthusiasm that will drive the success of your collective learning initiatives. Conclusion The disconnect between where learning occurs and where it needs to be applied is a significant challenge for organizations seeking to improve through employee training. By recognizing this issue and taking steps to foster collective learning and in-situ application, companies will maximize the value of their training investments and drive meaningful improvements in their operations, innovation and competitiveness (not forgetting their employee retention!).. As we move forward, it’s important to view learning not as an isolated activity (separated from the context of where and with whom it will be applied) but as an integrated part of the work process. By providing the right support and tools, organizations will empower their employees to bridge the gap between learning and the application of learning, turning individual knowledge into collective wisdom that propels your entire organization forward. Discover how Slick’s innovative, video-powered social learning system can transform the way your team learns, shares, and grows together. 👉 Book a free demo today. The