Workplaces are often learning that employee development is critical to retaining talent, but how you develop your employees needs to be strategic. There are four main learning styles that most people can identify with. Knowing how each of your employees learns best not only communicates your concern but also leads to buy-in that better shapes your company.
The workplace is changing in many ways. Some of these are due to infectious disease, while other changes are part of natural progression. One thing that is changing is the general awareness that not all people learn the same way. For too long, workplaces have implemented training programs without considering how people learn best. For example, some people learn best by doing a task, while others may learn best by reading a manual.
Meeting the needs of employees when it comes to learning styles is great for them, but it’s also great for your business. Actually, one Most of the workers They say they stay with their company longer if the company invests in their career. Well, the best way to do that is to learn how They are learned
Especially now, with labor shortages and historic turnover rates, companies need to plan for their future, and that future starts with knowing each employee and what makes them tick. That’s why it’s crucial for companies to invest Custom learning and corporate training solutions.
Different learning styles
Before you can accommodate your employees, you need to know different learning styles. To do this, you can call the VARK model. This model includes four different types of learning – visual, auditory, reading/writing, and kinesthetic. Some employees fit well into one box, while others may take a little from one and a little from the other. Here’s how the VARK model breaks down.
For V Visual
Visual learners work best with graphs, diagrams, charts or maps. When designing a manual for visual learners, it is more important to focus on the aesthetics of the material as opposed to the content. These learners do better with symbols and representation than with lectures or physically working. Graphs, diagrams, charts, and maps help visual learners understand complex mechanisms and processes by giving them something to look at and digest.
A is for auditory
Auditory learners (sometimes called “aural” learners) learn best by engaging in lectures, podcasts, or group discussions. These learners can understand concepts not only by hearing what they have to do, but also by discussing them with others. In general, auditory learners enjoy being paired with other employees or strong mentors who guide them through difficult work.
r to read (and write)
People who learn best by reading and/or writing rely on the written word to understand what they are expected to do on the job. This includes things like lists, manuals or reports. These types of workers thrive when working with research. This is the type of employee who excels at putting together a document or presentation. One thing you will find with reading/writing learners is that they are avid note-takers and usually retain information well by reading something.
K is kinesthetic
Kinesthetic learners learn by doing. They should apply themselves to fully understand what is expected of them and how to perform tasks. Demonstrations are great for kinesthetic learners but should always be followed up with an interactive activity. These types of employees usually have broad interests and are always eager to learn and try new things. They are usually more than happy to switch gears, even if the project is out of their comfort zone. During the training process, kinesthetic learners thrive when they are allowed to shadow experienced team members and practice after learning, reading or watching something.
How to accommodate different learning styles
It should be plain to see that just one training program just won’t cut it anymore. To help your employees reach their true potential, you want to meet them where they are. By showing concern and empathy for how they can best learn their duties, you’re communicating that they’re more than just a job for your company, but rather human beings worth investing in. This is critical because you want to retain your talent instead of spending time and money training new employees over and over again – something we’ve seen many companies doing recently.
Embracing different learning styles means you expand your talent pool. A wider talent pool gives you more opportunities to find and retain talent. It helps bring new ideas to your company – ideas that will make your company better.
Implementing different training styles shouldn’t be too difficult. If you already have a training manual, you have all the information you need to accommodate different learning styles. For visual learners, explain the workflow. For auditory learners, create a podcast with team leaders discussing what is expected on the job. For kinesthetic learners, they shadow a team leader or experienced employee. Implementation doesn’t have to be expensive or difficult and can happen much faster than you think. The first step is awareness and hopefully, after reading this article, you will understand the different needs of your employees and what you can do to support them individually.
The workplace is changing, and it’s changing for the better. By showing your employees that you care about their success, you ensure your own.
Written by Jim Hartigan.
have you read
Imagine You Are the Problem by Leo Buttery.
How to Be Happy: Seven Steps to Take Right Now by Catherine Bowyer.
Building Psychological Safety for CEOs and Companies by Parul Agrawal.
How they built it: Dr. Jay Feldman and the fastest growing PR firm in the US.
Female founders are changing the future of their industries.
Three ways your data is being leaked in advertising and how to avoid it by Dan Frechtling.
Track the latest news live on CEOWORLD magazine and get news updates from the United States and around the world. The views expressed are those of the authors and not necessarily those of CEOWORLD magazine.
Follow CEOWORLD magazine headlines on Google News, Twitter, and Facebook. For media inquiries, please contact: [email protected]