Shaping A Thriving Workplace Culture
Today’s workforce prioritizes a positive workplace culture. Employees want an environment that fosters trust, collaboration, and accountability. Your eLearning programs can play a significant role in supporting culture by shaping these desired behaviors and promoting a sense of shared purpose.
That said, the impact of L&D efforts on culture can take a while to show. Plus, measuring your training’s effectiveness can be challenging. The results are not as tangible as some of the more common metrics you likely measure.
Let’s take a look at how to overcome these hurdles. First, by learning how to measure the cultural influence of your eLearning initiatives. And second, by taking steps to align your training content with the company’s core values. When combined, these steps will help you cultivate a thriving organizational culture.
How eLearning Shapes Company Culture
A healthy organizational culture is crucial for several reasons:
- Employee engagement. It creates a sense of belonging and purpose. It leads to increased employee engagement. Engaged employees are more invested in their work, contribute more ideas, and are generally happier.
- Retention. When employees feel valued and have growth opportunities, they’re less likely to seek career fulfillment elsewhere.
- Improved performance. A positive culture also encourages collaboration, knowledge sharing, and innovation. This can lead to improved problem solving, better decision making, and higher organizational performance.
So, how does eLearning contribute to shaping this sort of culture? By offering the following:
- Skill development. You’re providing people opportunities to learn and grow professionally, demonstrating your commitment to their development.
- Accessibility and flexibility. eLearning allows employees to learn at their own pace. Catering to individual learning styles and busy work schedules gives learners autonomy, ownership, and a better work-life balance.
- Continuous learning. It’s easy to update eLearning content, so your employees’ skills don’t stagnate. Your employees will feel confident and supported when they’re equipped with training that isn’t just once and done.
- Personalized learning. You can tailor learning paths to individual needs and roles. This demonstrates your investment in each employee’s unique development journey.
- Collaboration and knowledge sharing. eLearning platforms can incorporate features like discussion forums, wikis, and collaborative activities. This encourages interaction and knowledge exchange and builds teamwork and a sense of community.
As you can see, eLearning can lead to a more cohesive and resilient organization. But how can you tell if your programs are supporting your values?
Evaluating Culture: Moving Beyond Typical eLearning Stats
When we talk about the Return On Investment (ROI) of eLearning and training programs, we often focus on the financial benefits. People turn to hard stats that measure things like cost savings, productivity gains, performance improvements, increased employee efficiency, and revenue growth.
These numbers are easy to calculate and usually make the headlines in a stakeholder presentation. But the measure of training success isn’t just reflected in a higher profit margin or increased revenue per employee.
To understand how employee development affects your company culture, you need to look beyond these “show-stopping” numbers.
How To Measure The Cultural Impact Of eLearning
Measuring the cultural effects of eLearning initiatives goes beyond tracking course completion rates. Here are some ways to assess whether eLearning is shaping a positive organizational culture.
Quantitative Data
You can use your LMS or other eLearning platform to gather hard data about the training’s effectiveness. Some of these metrics are also good indicators of how it’s impacting your work culture. For instance:
- Engagement. Analyze metrics like time spent on modules, optional course completion rates, and participation in discussion forums. Increased engagement can indicate interest and a shift toward a learning-oriented culture.
- Knowledge retention. Use assessments within the platform to gauge how well people remember what they learn. Improved knowledge retention means effective learning. Plus, a more skilled and confident workforce.
- Survey results. Use surveys to track employee satisfaction. Ask them to rate the content, delivery format, and perceived impact on their work. Positive numbers tell you the program resonates with employees and contributes to a sense of development.
Qualitative Data
You can’t rely solely on immediate data to get a clear picture of how your training is affecting culture. You’ll also want to gather more personalized information.
Qualitative data can help you see how the cultural impact of eLearning initiatives evolves. It uses context to help you understand people’s experiences.
You can gather qualitative data from learners through group discussions or individual interviews with employees. Use these approaches to explore how the eLearning program has affected things like:
- Collaboration. Ask if the program has encouraged knowledge sharing and teamwork.
- Problem solving. See if employees feel more equipped to address challenges due to the acquired knowledge.
- Overall work environment. Explore whether the program creates a sense of shared goals, open communication, and commitment to continuous learning.
You can also get insights by observing and evaluating outcomes in behavior and performance. For instance, look at:
- Tangible signs of a cultural shift. Look for increased collaboration on projects, knowledge-sharing initiatives, or a more open exchange of ideas during meetings.
- Performance metrics. Analyze changes in team or organizational performance metrics. It may be difficult to directly attribute these changes to eLearning alone. But improved performance can indicate a positive cultural impact due to better teamwork and problem solving.
Combining quantitative and qualitative data can give you a full understanding of how eLearning initiatives are shaping your culture. You can then use this data to refine the training and address any shortcomings. Plus, you’ll be able to feed back a holistic overview to your stakeholders.
Maximizing Training ROI Through Culture Alignment
To make your training more effective, ensure your eLearning programs support your organization’s cultural values. For instance, if collaboration is a core value, the program should encourage knowledge-sharing and teamwork activities.
Here are some strategies to ensure your training has a positive impact on company culture.
1. Integrate Cultural Values Into The Content
Infuse the organization’s core values and desired behaviors into the training curriculum. Onboarding programs are a prime opportunity to establish this foundation. But you should continue to reinforce your values through your standard curriculum as well.
Find places to insert opportunities to learn and practice positive behaviors. For instance, you might use scenario-based learning. Develop training modules that present real-world situations and encourage employees to apply the company’s values in their decision-making process.
You can also embed values by encouraging learners to act out the desired cultural behaviors. Incorporate role-playing exercises that simulate situations where employees can practice their responses.
2. Tie Performance Management To Cultural Values
Ensure your eLearning program supports your culture by linking performance objectives to the organization’s cultural values.
Say your company wants a culture that encourages strong relationships with customers. You could set a behavior objective that supports that value. For instance, “Customer service representatives will consistently demonstrate empathy and patience when interacting with clients.”
Keep in mind that employees will care about supporting the culture only if it’s clear you care about it as well. Show your support by making the behaviors a part of employee performance reviews.
During performance appraisals, evaluate employees on both technical skills and how well they adhere to the company’s cultural values. Provide specific examples and feedback on how their actions embody or deviate from these values.
3. Engage Leaders
To be successful, initiatives need support from company leaders. When the people at the top buy into and participate in your training program, it demonstrates the importance of your cultural values. Seeing leaders take part will reassure your team of their commitment to a positive work environment.
Also, include cultural competency training for leaders. Equip them with the skills to communicate the organization’s values and lead by example. And ensure they know how to hold employees accountable for maintaining the values.
4. Supplement Your eLearning With Other Learning Strategies
Not all training happens in your LMS. You can support culture through on-the-job training opportunities as well.
Seeing cultural values in action will help your team understand the association between these behaviors and organizational success. It will also build a sense of community and reinforce the value of teamwork.
Consider these tactics:
- Implement mentorship programs where experienced employees can guide newcomers and model behaviors that line up with your culture.
- Recognize and reward employees who consistently demonstrate your key values.
- Create open communication channels so employees feel comfortable raising concerns or suggesting improvements.
Building A Culture Of Growth: How L&D Can Make Learning Matter
Training can be more than a way of imparting technical skills. It can be a powerful tool for shaping a positive and value-driven organizational culture.
But how can you ensure your training efforts contribute to this crucial objective?
First, align your eLearning efforts with your cultural values. Second, raise the profile and purpose of the data that supports your efforts.
Track the stats that show how your training is having an impact. Then show them alongside the usual big hitters (aka financial metrics) in presentations to execs and other stakeholders.
