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How do you choose the right learning methods for your performance needs?

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Performance management is not only about setting and measuring goals, but also about supporting and developing your employees to achieve them. Learning is a key component of performance management, as it helps your employees acquire new skills, improve their performance, and adapt to changing needs. But how do you choose the right learning methods for your performance needs? In this article, we will explore some factors to consider when selecting learning methods, and some examples of different types of learning methods that you can use.

本文章的要点总结

Identify performance gaps:

Start by assessing the difference between current and desired employee performance. Use tools like feedback, surveys, or observations to define learning objectives and outcomes.### *Consider learning preferences:Tailor your methods to match employees' learning styles, such as visual or kinesthetic. This ensures higher engagement and better retention of new skills.

本摘要由 AI 和以下专家提供支持

Krisha Pereira

Goa Institute of Management (G.I.M.) |…
Emilie Salvi

Learning Advisor + Trainer + Career…

1 Assess the performance gap

The first step in choosing the right learning methods is to assess the performance gap, or the difference between the current and desired performance of your employees. You can use various tools and methods to identify the performance gap, such as feedback, surveys, observations, tests, or self-assessments. The performance gap will help you define the learning objectives, or what your employees need to learn, and the learning outcomes, or what your employees should be able to do after learning.

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Emilie Salvi

Learning Advisor + Trainer + Career Transition Coach + Creator of Bureau Community??
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I've been working with an increasing number of flat hierarchy teams, where teams are dynamic and often cross-functional, assessing and bridging performance gaps is a delicate dance. Here's what I noticed can help leaders assess performance gaps: -Keep dialogue open to foster an environment where peers are comfortable sharing challenges, insights and career goals. This means creating the time and space for both casual and formal 1:1 and team conversations. -Ensure people's goals are aligned to the bigger picture. This helps track progress in the right direction. -And of course, offer training and learning opportunities :)

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2 Consider the learning styles

The second step in choosing the right learning methods is to consider the learning styles, or the preferences and tendencies of your employees in how they learn. Different people have different learning styles, such as visual, auditory, kinesthetic, or verbal. You can use various models and instruments to assess the learning styles of your employees, such as the VARK model, the Kolb learning cycle, or the Honey and Mumford questionnaire. The learning styles will help you select the learning methods that suit your employees best, and that can enhance their engagement and retention.

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Brittney Jones

Senior Manager Learning & Development | Leadership Communications
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Also consider two additional points: What is their level of EQ and what is their appreciation language? You’ll need to think about this as you prepare to provide feedback throughout the coaching session regardless of the method you use. Knowing their level of EQ and their appreciation language as you prepare to mentor them will help you to get the best reactions out of them. To ensure that they are not only mentally bought in but also emotionally. Furthermore, you’ll need to identify not only their learning style but their learning persona. Each employee will be different and even though you may have a team of Kinesthetic learners, each one will need a specific tailored approach to how they will learn and ultimately comprehend the content.

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3 Evaluate the learning context

The third step in choosing the right learning methods is to evaluate the learning context, or the circumstances and conditions in which the learning takes place. The learning context includes factors such as the time, location, budget, resources, culture, and expectations of the learning process. You can use various criteria and questions to evaluate the learning context, such as the urgency, relevance, feasibility, and alignment of the learning. The learning context will help you choose the learning methods that fit your situation best, and that can optimize the effectiveness and efficiency of the learning.

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Brittney Jones

Senior Manager Learning & Development | Leadership Communications
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Key thing to remember here in today’s world is that we are a Hybrid corporate working world now. It can be easy to push training and learning to the back burner for day to day tasks. Especially if you determine that a virtual learning experience or online classroom is what is deemed as the best option for your business. You’ll need to instead think about what is the best option for the employee as well. Keep their success top of mind as it ultimately is your success as well.

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4 Choose the learning methods

The fourth step in choosing the right learning methods is selecting the activities and techniques to deliver the learning content and facilitate the learning process. Depending on your performance needs, learning styles, and learning context, you can choose from a variety of learning methods. Formal methods, like courses or workshops, are structured and led by an instructor or provider. Informal methods, like mentoring or peer feedback, are flexible and driven by the learner or a colleague. Experiential methods, such as simulations or projects, are based on practical experiences. Social methods, like communities of practice or networks, involve interactions and collaborations with others. Digital methods, like e-learning or videos, are based on technology and media.

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Brittney Jones

Senior Manager Learning & Development | Leadership Communications
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All of these are amazing examples of this- I’d take it one step further and think of tailoring a multi-faceted program that encompasses all types of learning methods. This can help you reach all learner personas with 1 or 2 programs versus a completed tailored approach to each and every person. For a smaller company with a small L&D team or leadership team, it’s easier to take a more hands on approach. For larger companies seeking to train a wider audience, tailor the program to a group of learners or multiple learner personas.

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5 Monitor and evaluate the learning impact

The fifth step in choosing the right learning methods is to monitor and evaluate the learning impact, or the results and outcomes of the learning. You can use various methods and measures to monitor and evaluate the learning impact, such as feedback, surveys, tests, observations, or performance indicators. The learning impact will help you assess the effectiveness and efficiency of the learning methods, and to identify the strengths, weaknesses, opportunities, and challenges of the learning process.

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Krisha Pereira

Goa Institute of Management (G.I.M.) | Ex T.I.M.E.
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Choosing appropriate learning methods depends on the adept monitoring and evaluation of learning outcomes. Employing a variety of assessment tools and metrics such as feedback mechanisms, surveys, assessments, observations, and performance metrics facilitates an assessment of the effectiveness and efficiency of selected learning approaches while pinpointing their inherent strengths, weaknesses, opportunities, and challenges, thereby enabling informed decisions to cater to specific performance requirements.

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Garima Vats

Employee Training and Development
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The biggest challenge in evaluating learning is developing fear related to underperformance. Would it mercilessly slash the year-end reviews? Or worse, will it define their stay in the organization? A defensive mindset blocks learning. The most receptive learning happens when the content and context resonates with the learner, when it really bridges the learning gap and feels valuable to the recipient. Hence, it is the most important need - for employees to not see evaluations as an end result of training. Rather, they need to view it as a metric of how they've evolved through the process, and how it has been quintessential in delivering their best. Correct conversations around WHY and HOW the training impacts them - is the way to go!

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Brittney Jones

Senior Manager Learning & Development | Leadership Communications
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Another key thing to take away here is to keep the communication and clarity open from the get-go. Set expectations on how the performance is measured and evaluated and have open ended conversations during the coaching sessions. If doing peer feedback, set a template for the peers to work off of so it isn’t “off the cuff”. Take the time to also ensure that anyone involved in the feedback experience has clarity around the expectations and a methodology in their training such as the GROW method.

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6 Adjust and improve the learning methods

The sixth step in choosing the right learning methods is to adjust and improve the learning methods, or the actions and changes that you make to enhance the learning process and outcomes. You can use various tools and techniques to adjust and improve the learning methods, such as feedback, reviews, reflections, or experiments. The adjustment and improvement will help you adapt the learning methods to the changing needs, preferences, and expectations of your employees, and to ensure the continuous improvement and development of their performance.

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Brittney Jones

Senior Manager Learning & Development | Leadership Communications
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This goes without saying but notate everything. Ensure that everyone involved has access to historical records of the performance for reference as needed. It’s important during annual performance reviews that the employee can see where they have grown or not grown in a length of time. Additionally, it’s a great way for an employee or team to do some self reflection and determine their strengths and weaknesses. Where can they change for the new year? Do roles need to be restructured? Who is ready for new challenges? Who is looking to move up or out?

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How do you choose the right learning methods for your performance needs?

1

2

3

4

5

6

7

1 Assess the performance gap

2 Consider the learning styles

3 Evaluate the learning context

4 Choose the learning methods

5 Monitor and evaluate the learning impact

6 Adjust and improve the learning methods

7 Here’s what else to consider

Performance Management

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How do you choose the right learning methods for your performance needs?

1

2

3

4

5

6

7

1 Assess the performance gap

2 Consider the learning styles

3 Evaluate the learning context

4 Choose the learning methods

5 Monitor and evaluate the learning impact

6 Adjust and improve the learning methods

7 Here’s what else to consider

Performance Management

给文章评分

感谢您的反馈

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