In all our interactions with the fortune clients, we invariably deal with the managers and directors who have been in the company for not less than a decade and there are some who have stayed on as long as 25 years. And surprisingly, for most of them this was their first job. They have grown from the capacity of management trainees to the position of Senior Technical Directors. It amazes me to see their passion for their work and how they literally own their company’s interest. They talk about their company as if they are its owners and the vision of their CEO is their vision too.
Now this makes me think that there is a correlation between the growth of fortune companies and the employee retention factor. Yes, there definitely is a link between the two.
Whole Foods Market, a fortune 71 company is a decentralized company whose core values include a commitment to both “customer delight” and “team member happiness”(Daft, 2008).
- Selling the Highest Quality Natural and Organic Products Available
- Satisfying and Delighting Our Customers
- Supporting Team Member Happiness and Excellence
- Creating Wealth Through Profits & Growth
- Caring about our Communities & Our Environment
- Creating Ongoing Win-win Partnerships with our Suppliers
- Promoting the Health of our Stakeholders through Healthy Eating Education.
Our team members are the heart and soul of this company: that’s our not-so-secret sauce. Our more than 65,000 talented Team Members put us on this list, and we appreciate each and every one of them for their dedication to our company’s mission.
– (Walter Robb, Co-CEO, 2013)
We learned from these fortune companies that employee happiness was of utmost importance and we believed that if the employees are happy, they will in turn make the customers happy. When we focused on this “success mantra” it sure paid off! Today we have more than 30 clients worldwide and for most of our employees, it is their first job and they have stayed with us for the last 13 years.
Now the question is how to make and keep our employees happy.
Well, it is very simple. The following are the three initiatives that successful companies take to make and keep their employees happy:
- Start from Top: Leadership matters! If we want your employees to be happy, we don’t need to come up with great strategies. All we have to do is to treat them with respect, share our vision with them, empower them to do quality work, support them in their results and acknowledge their good work whenever possible.
- Job Satisfaction: Select the right person for the right job. Develop a good induction program. This goes a long way in building the company’s image. The first impression lasts long. If we institute a good “New Employee On-boarding” program, it will help the freshers to understand the company’s vision and therefore align their expectations with this vision.
- Training and Career Development Plan: In the new age of high competition, the company that learns and changes is the only one that can survive. Therefore, it is very important that we have a clear career progression plan for all employees. If an employee learns, grows and contributes, he or she will be the happiest person. With the new technology, it is easy to train employees through eLearning and keep them up-to-date with the new trends and policies of the company.
Employees are the key to organizational growth and customer delight!
Here is a quick video on CommLab Culture and how we keep our employees happy.
Would love to hear from you! Do send in your ideas and case studies of how your organization helps employees feel happy at the workplace.
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There were a few letters marked “Never sent. Never signed” that were discovered in Abraham Lincoln’s desk after his death. When he was upset with someone he would write a letter expressing his anger but would refrain from sending it to the intended person. This practice allowed him to vent his anger, yet not allow needless or unpleasant consequences. One of the famous unsent letters was to Gen. George G Meade, who was blamed for letting Robert E Lee escape after Gettysburg. Unfortunately, in today’s age of social media, people have “lost the art of the unsent angry letter” – an expression used in a NY times article by Maria Konnikova.
It is common knowledge that good assessments play a key role in the making of an effective online course. They not only help evaluate the learner’s comprehension of the subject-matter, but also reinforce the learning effectively.
We all know the e-learning industry is full of acronyms. Even the word e-learning itself is the shorthand for electronic learning. As an e-learning professional, it is important to be familiar with various acronyms used in the field of e-learning. Here, I would like to share some acronyms that are commonly used in e-learning.
E-learning is increasingly used by organizations as online courses are effective, affordable and can be accessed anytime, anywhere. But, many organizations are not able to realize these benefits offered by the online training medium due to a serious problem – high dropout rates.
Day-by-day, the demand for rapid e-learning is increasing, and so, everyone is using rapid authoring tools to develop online courses. There are many authoring tools available in the market but a few became very popular. Most of our customers and prospects prefer Articulate Storyline to other rapid authoring tools such as Captivate and Lectora. Developing courses in Storyline is very easy, and the tool offers a lot of flexibility to customize the features or look and feel of the online course.
When it comes to mobile learning, HTML5 with responsive design is required to provide the best learning experience on mobiles, especially on smart-phones with small screens. Courses developed in Storyline and Lectora work fine on mobile devices such as iPads and other tablets, but it is difficult to view them in smart-phones. Captivate has a responsive design feature. So, we must choose it if we need to develop courses for all mobile devices. Captivate is not very intuitive and flexible to develop customized features. We can also build mobile- compatible courses using manual coding but it is time-consuming and expensive.
Recently, I read the E-learning Guild report “Authoring Tool for Mobile Design” and in it, I saw the great news for which I was waiting for a while. I thought I should share it with you all. The developers of Articulate Storyline, Lectora Inspire, Lectora Online and other authoring tools are in the process of adding responsive design feature by the end of 2015.
Here is some information from the E-learning Guild report “Authoring Tool for Mobile Design”.
|Scales to multiple screen sizes||Yes||Yes||Yes|
|Responsive design features||Coming by end of 2015||Yes||Coming by end of 2015|
2016 will be a watershed year for mobile learning as all courses may be made compatible to all mobile devices. Storyline may become the first choice to develop e-learning or m-learning courses because of its intuitiveness. This may force all learning management systems to be compatible with mobile devices. MOODLE is ahead in this regard, and it has a responsive design feature and works on all the mobile devices.
Hope you find this post useful. Do share your views.
Despite today’s technology and a connected world, classroom training is still an effective method to impart training to all employees. But, instructor-led teaching may not be appropriate for all training needs. Suppose there is a requirement for an organisation to train its employees spread across the globe, on a particular product, in a month’s time, classroom training will not serve the purpose. Here, e-learning serves as a good option to train employees, at comparatively lower costs, within a given schedule. Due to improvements in reliability and speed, converting classroom training materials into online courses has become a justified and cost-effective opportunity.
In my previous blogs, I have discussed about the importance of instructional design strategy and visual design strategy, the two main elements of e-learning in terms of design approach. In this blog, I will discuss about the significance of audio and audio strategy.
Every organization has to follow a set of laws which govern their sector in the country they operate. So, it needs to ensure that the employees are effectively trained on these rules to avoid compliance issues. Traditionally, this was done through face-to-face training in an engaging manner. But, with organizations expanding globally and the need for constant training, companies started using e-learning to quickly reach their global employees.
E-Learning is gradually replacing the classroom training format, worldwide. 41.7 % of fortune 500 companies are using e-learning tools for online training (E-learning Magazine 2013).
Online courses need to be engaging and interactive because they are self-paced i.e. an instructor is not present to deliver the courses.
Content comprehension is an important step in the e-learning development process. It broadly includes identification of relevant content and its separation from irrelevant content and arranging it in a proper manner. It enables instructional designers (IDs) to ensure that topics ‘flow’ in a logical sequence. It also helps IDs to find gaps in the content. If performed effectively, it will help you understand the subject-matter of the course better, and you will be able to present the content in an easily understandable manner.