In Where Companies Go Wrong with Learning and Development (2 October 2019) Steve Glaveski writes
“Organizations spent $359 billion globally on training in 2016, but was it worth it?
Not when you consider the following:
- 75% of 1,500 managers surveyed from across 50 organizations were dissatisfied with their company’s Learning & Development (L&D) function;
- 70% of employees report that they don’t have mastery of the skills needed to do their jobs;
- Only 12% of employees apply new skills learned in L&D programs to their jobs; and
- Only 25% of respondents to a recent McKinsey survey believe that training measurably improved performance.
Not only is the majority of training in today’s companies ineffective, but the purpose, timing, and content of training is flawed.”
In this article Steve shows how people are learning for the wrong reasons – learning at the wrong time AND learning the wrong things.
What are you doing to ensure your L&D efforts are having a real impact and helping people learn for the right reasons? How are you moving from measuring training to measuring performance outcomes?
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What can you do to re-think training in your own organisation?
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