Training Industry Magazine - November/December 2019 - 47

Creating a sense of community by sharing
initial development experiences can reduce
some of the stress associated with entering
a new role and organization.

greater help and support
individual development.

for

INCREASING APPLICATION
AND RETENTION
At the conclusion of training courses,
facilitators typically ask participants
to consider takeaways they'll apply
upon returning to the office. Instead,
facilitators may find it helpful to
crowdsource options for retaining and
applying the learning objectives:
* Communities of practice: Communities
of practice (CoPs) are one of the
more enduring forms of collective
learning in organizations. However,
many of these communities suffer
from inactivity on their dedicated
company platforms. Facilitators can
breathe new life into these potentially
valuable resources by encouraging
training participants to share or
seek suggestions on applying
learning. They'll also benefit from
seeing what previous participants
wrote and gleaning ideas from past
posts. If they have internet access
while in the classroom, encourage

them to spend a few minutes
exploring the CoP before leaving the
training event.
* Post-event forums: Even if a learning
event or development program
doesn't have a related community
of practice, it's fairly simple to set up
an online forum for employees who
recently participated in the learning
event. Cohorts can use the forum to
post ideas, results and insights, and -
even if they stop using the forum after
a while - their comments will prove
valuable to future participants.
* "Re-boarding": Within new hires' first
90 days, they're ripe with lessons
learned during their transition from
wide-eyed newbie to contributing
employee. Who better to ask about the
actions and interactions that helped
them acclimate to their roles? Harvest
these ideas by creating a forum where
they can share insights. As they
approach their 90-day milestone (or
any interval of your choosing), send
them an email asking them to post
thoughts in the space; then, share
it with future onboarding classes to
support their on-the-job orientation.

T R A I N I N G I N DUSTR Y MAGAZ INE -TRENDS 2020 I WWW.TR AI NINGINDU S T RY . C OM/ MAGAZ I NE

Studies show that anywhere from 20%
to 30% of new hires quit - or consider
quitting - within their first 90 days.
While the reasons vary, creating a sense
of community early on by sharing initial
development experiences can reduce
some of the stress associated with
entering a new role and organization.

PROVIDING MORE
OPPORTUNITIES
In its 2019 talent trends research, HR
consulting firm Randstad found that nearly
59% of employees want more transparency
about career opportunities at their
company. Since broad communication
is central to any crowdsourcing effort,
you can use it to provide and promote
career opportunities.
* "Brand" open roles and departments:
Your external brand is important
in making your organization an
employer of choice, and internal
branding is just as powerful. Rather
than simply posting open roles in your
applicant tracking system, encourage
employees to broadcast the roles to
their internal and external networks,

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Training Industry Magazine - November/December 2019

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