If you’re anything like me, math wasn’t your strong suit in school. Teaching styles that educators used in algebra and calculus classes just didn’t make sense (seriously, why did we need to add letters?). However, adding personalized tutoring and individual attention is where things started to click. I still didn’t flourish in math, but customized learning options helped me reach my highest potential—which was a C+, but I worked hard for it.
The employment sphere is no different and work experiences aren’t one size fits all. Companies need to tailor employee resources to personal roles, learning styles, and goals, to encourage development and satisfaction. This is especially important in high-turnover industries like contact centers, which have historically struggled with employee burnout. Developing customized learning paths though workforce engagement management tools and practices will benefit your employees, and ultimately your business success.
What is a customized learning path?
Think of a customized learning path as a professional “choose your own adventure.”
A customized learning path tailors educational information and approaches to each employee’s needs. These paths ensure the most relevant and helpful information is put in front of an employee, aiding in an effective onboarding and training process. Customized learning paths can also be developed throughout a team member’s employment, adapting to their interactions and feedback. This tailored, continuous learning process will help employees upskill where they need, advance in career roles, and reach organizational goals.
Traditional training programs make the assumption that all employees have the same needs. A traditional training program may assume that a contact center employee who has worked in the industry for a 5 days will need the same resources as someone tenured at 5 years. A customized learning path takes into account prior knowledge, skill sets, and goals.
Why do customized learning paths matter?
According to a Gallup study, organizations that strategically invest in employee development see 11% higher profitability and are twice as likely to retain employes. Gallup also found that career growth opportunities were a top reason for people switching jobs. [1]
To support these findings, a 2022 Workforce Institute report uncovered that 24% of respondents left their previous organization due to lack of advancement. [2]
It’s clear that employees want to learn and grow. Customized learning paths can help make that happen, giving them tools that develop their roles, career goals, and close potential skill gaps. Employees that feel valued and invested in are more likely to stay at an organization and do their best during each work day. Customized learning paths not only benefit employees directly, but also benefit organizations by rewarding and retaining high-performing team members.
What makes up a customized learning path?
Customized learning paths will vary based on industries and roles. Generally, developing a customized learning path starts with employee assessments. Assessments can be done through tests, surveys, performance monitoring, or even simple conversations between an employee and a manager. Assessments create an understanding of baseline skills, goals, performance, and needs.
Once you’ve assessed an individual employee’s needs, consider the following steps.
- Develop objectives. A simple objective could be to close skill gaps and reach a defined performance goal. However, the skills, performance potential, and preferred training delivery will vary depending on the employee. Individual performance objectives should also be aligned with greater business goals, making it clear to employees how they fit into the bigger picture.
- Organize resource materials. If an employee mentions they’re a digital learner, consider video materials and online courses. If they prefer a hands-on approach, offer mentorship programs and in-person courses. If they prefer flexible options, consider hybrid models of virtual and in-person training. Delivery should be tailored to different learning styles and accessibility needs.
- Measure progress. Once objectives are organized and educational materials are utilized, employees should be able to self-track their progress. This can look like self-service dashboards to track key performance indicators (KPIs) and regular check-ins with a manager about progress.
- Adjust accordingly. Determining the best customized learning path can take trial and error. Technology like automated features in performance management tools can help adjust the path based on employee feedback, progress, and interactions. Though, automated feedback tools should not replace progress tracking and support from managers or leadership.
The role workforce management tools play in customized learning
Next generation workforce technology has simplified customizing employee experiences. Traditional learning systems have functioned in a silo, creating gaps between performance metrics, feedback loops, and educational resources. New workforce tools can offer integrated systems that offer visibility of employee performance in relation to business needs, as well as training materials to support development towards both individual and organizational goals. These integrated solutions enhance employee engagement by giving teams clear insights into growth and upskilling opportunities, in relation to their current performance.
The addition of machine learning systems in workforce tools also provide an improved experience for employees, while simplifying learning path management for HR or training professionals. AI algorithms can improve employee experience by automatically adapting learning paths based on interactions and historic data, refining the personalized process as an employee onboards or trains.
Challenges in implementing customized learning paths across a workforce
Developing and implementing a comprehensive learning system can be difficult for several reasons. Here are a few challenges businesses may encounter while organizing a customized learning path program.
- Scaling with limited resources. Large workforces may have limited time and staff available to customize learning paths for thousands of employees. As a business scales to enterprise-level, it’s easier for customized employee training to fall to the wayside. This is where robust workforce software can help fill some gaps.
- Lack of employee adoption. Let’s be real, onboarding and training programs aren’t usually fun. When professional development is streamlined, intuitive, personalized, and enjoyable (as much as it can be), employees are more likely to be engaged and take ownership of their own learning.
- Technology constraints: Not all learning management systems are created equal. To create sustainable customized learning paths, utilizing a system with proper integration capabilities is key. Your learning system, workforce engagement management tools, HR systems, and other software should work as a team.
Integrated tools can improve employee learning experiences
Sekure Merchant Solutions aimed to overhaul it’s employee experience with gamified engagement solutions. With Aspect WorkforceOS™, Sekure Merchant Solutions had a workforce platform that integrated cohesively with their learning management system. Game mechanics and employee KPIs were fused with coaching and learning solutions to directly tie performance to teaching. As employees developed skills and achieved their goals, they were rewarded through Aspect League™’s integrated rewards system. Ultimately, Sekure Merchant Solutions was able to cut employee turnover by 62%.
ARA Diagnostics, a Texas-based imaging service, sought to incentivize employees through more automated processes in order to save time and money. ARA also wanted to lower employee absenteeism by improving engagement and experiences. After choosing Aspect’s gamification solutions, ARA was able to automate on employee skill development and rewards systems for improved performance. ARA was able to improve several of their business KPIs, including dropping from 25% to 10%.
So, how do I successfully implement customized learning paths?
Building successful employee development practices doesn’t happen overnight. Nor does it happen by simply purchasing and implementing software solutions. Businesses must implement best practices that are reflect positive company culture and values to see true benefits.
- View employees as collaborators. Your team should be involved members of their own learning and development. Listen to their feedback and apply changes accordingly. This will ensure a learning path is being built with their needs in mind.
- Development is continuous. Learning paths shouldn't stop after onboarding. Employee development is an an ongoing process and learning management systems should reflect this.
- Build a culture of coaching. One of the best ways to learn, is to do. Develop a coaching or mentorship program for employees to have support during hands-on learning. A work culture of clear communication and collaboration makes for happier, more successful teams.
Your people are your greatest resource and investing in their development is a key to happiness, retention, and overall business success. Consider how customized learning paths can help your employees achieve their goals and how workforce management tools can assist your business in making this happen.
[1] Improve Workforce Performance With a Focus on Employee Development, Gallup, 2024. Retrieved at https://www.gallup.com/workplace/269405/high-performance-workplaces-differently.aspx
[2] Retention Report: How Employees Caused The Great Resignation, Workforce Institute, 2022. Retrieved at https://info.workinstitute.com/hubfs/2022 Retention Report/2022 Retention Report - Work Institute.pdf
