![]() Not only does this engage people, it cuts the costs associated with training and ensures the budget is only used for specialised training programs or sessions and niche content that’s needed. Instead, Google encourages passionate teaches who are experts in that content to deliver training to employees, they’re interviewed for the position and given feedback/recognition throughout. Notice the word volunteers, there is no obligation to get involved. They share their knowledge and skills in workshops, one-to-one sessions, job aids and beyond. “A strong learning culture can better position your organization for future needed skill shifts and primes employees to think and act more like owners when it comes to their own development needs.”Ĩ0% of Google’s tracked learnings happen through their employee-to-employee (Googler-to-Googler) network, where over 6,000 employees across the business have become volunteer teachers. This is just one half of the tale, but we bet you’re wondering what Google does to encourage peer learning and train employees socially? The answer is another simple one: give them the platform to become both student and teacher. Source: Google - A sample nudge email Googler-to-Googler learning leads the training way Their trial run - which you can discover in greater detail here - was the concept of managers creating a psychologically safe team culture, by being given a 10-week Whisper Course. "A whisper course is a series of emails, each with a simple suggestion, or 'whisper' for a manager to try in their one-on-ones or team meetings.” In their soothing wisdom, Google opted for the term Whisper. Recognising that the majority of information learnt in courses was lost within days, their idea was to provide managers with a series of weekly nudges in the right direction. Proving that you don’t need to shout to get people to buy into your development ethos, Google began using Whisper Courses to drive microlearning in 2017. Google Whispering sweet nudges into Googler’s ears We're not going to upskill thousands and thousands as they might at Amazon, but the same principles can help our businesses move forward at similar speeds. And you'll also see that tackling potential skill shortages is something the big guns seem to have nailed.The thing to remember as you read through is to think about what can be applied on a smaller scale. ![]() ![]() For others, it's about shaping a culture where people can thrive whether they're learning or just trying to be productive on the job. Marrying the skills you need tomorrow with the talents people want to develop today being one, while the sharing of knowledge between colleagues is something else you'll notice as you read through. You're going to see some interesting themes across our eight examples. So, where better to glance enviably through the glass than with a look at some of the most innovative companies? Google Apple Amazon Airbnb Uber Microsoft Netflix How do big companies train and develop employees? And the same should apply to your training and development strategy, whether you’re the one leading it or hoping to share some tips with those higher up. ![]() ![]() Looking at what others have done is the window shopping that helps you understand what might work for you. Have you ever wondered how Google share knowledge and create their own learning culture? Where the likes of Amazon and Microsoft are investing their training budgets to upskill and develop people? Or what the ethos is at companies that keep their training strategies under cloak and dagger? Whether you’re planning a wedding, holiday or your dream home, a little inspiration can go a long way. ![]()
0 Comments
Leave a Reply. |
AuthorWrite something about yourself. No need to be fancy, just an overview. ArchivesCategories |