In order to engage and sustain high performance, employees must continuously learn and then actively apply what the business ‘teaches’ them. It’s about employees doing the “4 Rights”… doing the
- RIGHT THING (aligned to goals and values)
- At the RIGHT TIME (timeliness)
- The RIGHT WAY (following processes, procedures, policies)
- For the RIGHT REASON (commitment vs. compliance)
Here are some key ways employees learn what is and isn’t important in your organization – what techniques, processes, and procedures should be used – and what behaviors are expected.
Leadership. Employees constantly watch and listen to their leaders. They learn new concepts; vocabulary; metrics; ways to analyze & interpret information; how to handle change; and most importantly accepted behavior. They watch for consistency and alignment (the talk matching the walk). What are your employees currently ‘learning’ from their interactions with leaders?
Decision-making. Employees learn a tremendous amount about trust, delegation, empowerment, judgment, and accountability by how leaders share decision-making. If employees have had the “4 Rights” taught and consistently reinforced then they will most often make a logical choice or decision from the options available. How effective is decision-making shared in your organization?
On-boarding. Every new employee can ‘learn’ so much about their organization through a formal on-boarding process. Consistently sharing small relevant ‘pieces’ of company history, product, customer base, competition, practices, and business culture in a standardized process helps build engagement and retention. Is your organization confident new hires are ‘learning’ how to be the most effective and efficient in their new business environment?
Formal training & development. There are countless examples of excellent formal training & development initiatives in business. Some are in the classroom – others are on line – as well as blended. Some use internal trainers and others use external experts. But simply stated - the ROI on training & development is application of the learning. How robust is your organization’s post training/development efforts? Is there the same discipline and expectations for execution of technical and inter-personal learning?
Like our opening story, there can be disappointment and unfilled expectations when what is taught has not yet been learned. It’s not about degrees, certificates, or scores on e-learning evaluations. It’s about your employees consistently doing the “4 Rights” necessary to make you successful!