Building Employee Skills With Microlearning
Addressing current and future skills gaps is a top workplace challenge for employers today. In addition, learning and development are key priorities for workers in today’s competitive labor market who may seek out a new employer if their current one does not offer the career development opportunities they desire.
While employers can approach these challenges in various ways, many are leveraging microlearning, which provides an affordable, feasible and time-friendly opportunity to build employee skills.
Microlearning is done with segments of information that each average 10 to 13 minutes. Generally, information is presented in small segments that can be easily consumed in a short time span. Further, this information can be presented in various easy-to-absorb ways. Some examples of bite-sized learning include:
- Interactive PDFs
There are several ways to implement microlearning. Consider the following strategies:
- Reinforce subjects in which employees have already been trained.
- Aim to teach relatively simple topics.
- Determine which learning channels and formats best suit the need of your organization and employees.
- Engage employees by asking them to apply what they have learned.
Microlearning is one of several ways employers can help meet their workforce’s demand and expand their employees’ knowledge base. For more learning and development resources, contact us today.
2022 Second Half HR Trends to Monitor
Over the course of the COVID-19 pandemic, HR professionals have faced many challenges, including the health impacts of COVID-19 on workers and ongoing attraction and retention challenges.
Here are some trends to monitor for the remainder of 2022.
High Inflation Rates
According to the Bureau of Labor Statistics’ June consumer price index, inflation in the United States has increased to 9.1% in the past 12 months. This is its largest increase since 1981. As a result, workers desire competitive compensation during this time. In turn, employers are exploring strategies such as reevaluating employee benefits, continuing remote work, increasing compensation and offering improved retirement benefits.
Continued Tight Labor Markets
The labor market is expected to remain competitive in the second half of 2022. While employee quit rates remain high, unemployment rates keep trending down as employers struggle to fill open positions and keep valuable talent. Many workers realize their priorities have changed, and this has kickstarted their desire to move more readily between different jobs to find ones that align with their values.
Employee Mental Health and Well-being
Health and wellness have been ongoing challenges for workers during the COVID-19 pandemic. Studies show the impact the pandemic has had on mental health, such as higher numbers of people reporting symptoms of anxiety and depression. As a result, employers are exploring options, such as programs that incentivize employees to be healthy, and offering additional mental health resources.
Employers should continue to monitor workplace trends, which may inform strategies to better attract and retain workers, and bolster employee health and wellness.
Solutions to Support Mental Health
Support mental health in the workplace by integrating these healthy solutions.
Employee Spotlight: Jonathan O’Connell
Please help us in welcoming Jonathan O’Connell to the Seubert Team!
Employee Spotlight: Mackenzie Ward
Seubert welcomes Mackenzie Ward to the agency’s Commercial Lines Division.