Why Forward-Thinking L&D Leaders Are Moving To I?WIN

LAST YEAR, according to LinkedIn reports, employee turnover reached a 22 year high, with 94% of employees stating that they would stay in their role if they felt that they were being invested in. With these statistics in mind, it begs the question;

Can your organisation afford not to invest in effective Learning and Development?

THE KEY FOCUS for business leaders in 2023 was retention through development. Re-skilling and up-skilling are key strategic pillars that are required for companies to ensure that their employees feel that there are development opportunities available to them and, as such, they will be less inclined to seek opportunities elsewhere. A multigenerational workforce that is constantly shifting; changing roles, and careers, means that continuous development is not merely a KPI tick-box, it is a necessity.

WinWin has worked in the Learning and Development sector for 20 years. Working with corporates from across the globe has enabled us to stay ahead of L&D trends, using the latest technology to create engaging, immersive content that drives learning and retention. We understand that, for an employee to feel as though there are growth opportunities available to them, the training that they go through has to be impactful.

As the world began to move away from in-person learning, and towards eLearning, we noticed that the vehicle of delivery greatly impacted the effectiveness of the content. We were having to adapt our content to meet the functionality of platforms available on the market at the time. Making it less engaging, less interactive...less fun.

The I?WIN Learning Experience Platform has been carefully designed to foster a culture of learning, where employees are able to curate their learning journeys according to their interests, or career aspirations. When developing the platform, we took the time to understand challenges our clients were facing:

Key Learning and Development challenges facing industry today:

1. Consistency in training. A key concern is how an organisation can deliver consistent training to such a diverse group of people. Impactful development seems impossible to achieve when there is a range of ages, cultures, literacy levels, first language speakers, access to internet or computers, etc.
2. Low engagement. Organisations can spend a fortune on training, but there is still low engagement from employees. This is because there is not a culture of learning where employees are motivated to learn within the workplace.
3. Inaccessible content. Learning platforms can be difficult to navigate, or are add-ons to a human capital management system, and the content is buried deep within many steps and processes. The simple task of locating the learning material, is a deterrent to learning.
4. Inability to monitor the effectiveness of learning. Tracking whether the concepts covered in the content are landing, being retained, and then applied at a later point, can be difficult. Finding the right metrics and evaluation methods is essential for demonstrating return on investment.
5. High cost of training. Developing content, training a facilitator, and having people out of work for the duration of the training can cost an organisation a fortune.

I?WIN addresses each of these challenges, and more!

With OLA Energy , I?WIN was used to deliver content in multiple languages to over 11 000 employees and affiliate staff across 17 countries. This simple user interface meant that anyone, from manager to petrol attendant, could easily access the content. The training, developed by WinWin, incorporated tools such as voice overs, and multimedia, to make it accessible to those with language or literacy barriers.

We understand that getting employees to learn is a challenge. No matter how engaging or important the content is, cultivating adoption is key. We saw this with one of our early platform clients, AB InBev Africa . They launched a massive eLearning campaign to up-skill barstaff and waiters/waitresses but adoption was low. Using I?WIN’s robust reporting tools, they were able to pivot and change their content strategy.

The cumbersome interface of other platforms on the market can make navigation difficult. Many employees who require training need a platform that is intuitive and easy to use. We identified this with the mine, Thungela . They approached I?WIN because many of their employees are second-language speakers, with low levels of computer literacy. As the mine moved to online training, they needed a platform that their employees could use with ease. I?WIN provides this with a clean, intuitive interface that is easy to navigate, and integrates seamlessly into their existing HCM.

Each one of our clients understand the importance of investing in the learning and development of their employees. They understand that the time and money spent on doing so, will ultimately save them substantially more in replacing employees lost to a lack of investment.

WinWin is committed to supporting you in embracing a new era of training and development. Contact us for more information on how we can partner together to Reimagine Learning.