It’s no secret that hiring managers face many challenges in the current tight labor market. Job openings are hovering at 7.3 million according to the August Bureau of Labor Statistics (BLS) JOLT report, and national unemployment remains at a low of 3.7%. Year-over-year wages for information workers increased by an average of 4.2% nationally to $41.65/hr., according to ADP’s July report.
So in times like these, how do you build, and sustain, a world-class work force?
One way is to enhance staff engagement and train the workforce you seek. Enter the 70-20-10 model, which started out as a simple concept 30 years ago after Morgan McCall and the Center for Creative Leadership published their findings on informal learning. The team found that 70% of learning occurs through experience, 20% through social and 10% through formal learning opportunities.
A 70:20:10 strategic learning framework can be used to boost staff effectiveness by supporting each of the three types of learning, and offers additional benefits such as flexibility, learning synergies, and engagement.
Ways to Enhance Experiential Learning (70%)
Fostering experiential workplace learning requires a shift away from exclusively formal training towards self-directed, employee-centric, continuous learning. Many organizations struggle with aligning the current traditional mindset, toolset and resources with the new expectations.
You can start by creating a work environment where learning is viewed to be a constant process and part of overall performance. Set the expectation that the focus is on performance goals in practical contexts that contribute to solving organizational problems. Support the overall learning model with the technologies required to deliver both formal and informal content on-demand and in multiple formats, such as mobile.
Technology can also be utilized to enhance experiential learning, such as through virtual reality and augmented reality.
Challenge learners to increase their experiential learning by using “gamification” or game-based techniques to help keep them engaged while at the same time confirming the knowledge they’ve acquired. It gives you an opportunity to improve their understanding by having them apply it across different contexts. Creating a “daily challenge,” using quizzes or giving assignments on key skills or content will help solidify the learning.
Ways to Harness Social Learning (20%)
McCall’s research discovered that we learn through our relationships by sharing knowledge, observing others and nurturing mentorships. Social learning is usually self-directed, spontaneous and less structured than formal learning. It feeds into our natural instinct to share our experiences. Here are a few ways you can boost social learning in your company.
Ways to Improve Formal Training (10%)
Formal training is both the framework and amplifier of all other training. To get the most out of your training, ensure that it’s engaging and makes clear the 30,000-foot view of the individual’s role and goals within the company. Formal training that includes informal elements, or “blended learning” strategies, is typically more effective. For example:
- Use “Drip” or “byte size” learning models for mobile learning
- Make online courses available
- Follow-up formal training sessions with experiential and social learning opportunities to reinforce skill development
- Create resources such as a company WIKI or knowledge-based website for on-demand learning
- Webinars can supply formal training as well as social learning
Look for Lifelong Learners When You Hire
Lastly, the way to build a world-class workforce in a tight labor market is to hire candidates who are lifelong learners to lead the way.
Need help filling a position with a lifelong learner? Contact Phoenix Partners!