What a month for awards this is turning out to be! Last week we announced that we’ve been listed on Training Industry’s Top Learning Portal Companies Watch List, and that we’ve been shortlisted for three Training Journal Awards. Well it seems we just can’t help but storm the awards scene, because today we’ve been shortlisted for three e-Learning Awards! But what are these e-Learning Awards? Well, they were established in 2005 to recognise and celebrate e-learning excellence, and have since evolved into one of the most celebrated, independently judged awards schemes within the sector. This year attracted more entries than ever, and a huge panel of 35 judges had to whittle down more than 400 entries to a shortlist of just 145. So we’re extra proud of having beaten off the competition to reach these lists! Here’s what we’re in the running for: Growth Engineering That’s right, we’re in the running ourselves! We’re one of just six organisations to make the shortlist for ‘e-learning age Outstanding Learning Organisation’. We’re actually the reigning champs in this category since we won it last year, so we’re absolutely thrilled to make the shortlist once again! This year’s entry focused on our unprecedented growth as a company, the new features we’ve added to our gamified, social Academy Learning Management System (such as the Performance Centre), and the launch of our game-based content authoring tool Genie. Genie Speaking of Genie, it’s also up for an award and has been shortlisted in the ‘Most Innovative New Learning Product’ category. Genie’s template system lets you easily build game-based learning projects by slotting in your assets and questions. It’s also perfect for collaborating with your team, letting your work together to produce learning content. Though Genie has only recently been released to consumers, our Academy LMS clients have already been using it to deliver impressive ROI! GAME Learning Zone Built by Growth Engineering and GAME Retail Ltd, GAME Learning Zone has been shortlisted in the ‘Best Learning Management System Implementation’ category. Though it only launched in April 2015, it’s already delivering made an impact on GAME’s sales figures. Their learners have also shown enormous levels of engagement with the platform and its social features. They’re actually using the platform as a social network so that they can communicate and share with their colleagues nationwide. Chloe clearly loves GAME Learning Zone’s social features! If you fancy finding out more about GAME Learning Zone, check out its brand new case study. Interested in finding out more about why we keep winning awards? Why not take a free tour of our Academy LMS?  The post We’ve been shortlisted for THREE e-Learning Awards! appeared first on Growth Engineering.

If you’ve read any of our articles on gamification, you’ll more than likely have come across the term ‘Game Mechanics’. Now, we’re not talking about a car mechanic simulator here - Game mechanics are the tools that bring gamification to life. To help you get your head around the idea of game mechanics, we’ve pulled together some of our previous articles. We hope that, by the time you reach the end of this list, you’ll be able to win Mastermind with game mechanics as your specialist subject! Before you get stuck in, it’s worth mentioning that most of these articles include links at the end to our extensive library of white papers. If bitesize blogs don’t satisfy your appetite, then our Archives of Awesome should serve as a full-course banquet! Anyway, on with the show! POINTS Any game you can think of, from tennis to Tetris, will use points to decide the best player. This game mechanic has become a huge part of the real world with things like frequent flier points and store reward cards. In both of those cases, more points are awarded to those who engage with the initiative the most. On the Academy LMS, points can be assigned to different pieces of content. For example, if a certain test is particularly challenging or important, it would have a higher points value. This is a really simple way to engage your learners and to spark behaviour change. Find out more: Why Points Motivate Us To Change Our Behaviour Gamification Is Not Just About Points!  BADGES Remember when you won that medal for acing the egg and spoon race at the school sports day? It feels great to win something, but it’s even better to have a token of your victory - something that you can show off to your peers so they know that you are a winner! Virtual badge cabinets have become a standard feature of most video games and they’ve even been used by non-game businesses like Foursquare and Samsung to engage their users. Using badges and achievements on a learning management system is a great way to award your learners and to satisfy their natural desire for recognition. Find out more: The Psychology Of Badges And Motivation 5 Reasons Badges Motivate Your Staff! LEADERBOARDS There’s a huge difference between being good at something and being the best. We might not like to admit it, but we all love a bit of competition. As soon as you show everybody where they rank against each other, a curious thing happens - their engagement levels go through the roof! We have incorporated leaderboards into various areas of both the Academy LMS and Genie, our game-based authoring tool. They show off who has earned the most badges or points, who contributes the most to discussion boards and who has been most active in building game based eLearning units. Find out more here: How Leaderboards Create Excitement On Your LMS! Gamification: Is Competition Engaging Or Demotivating? PROGRESS BARS   Finally, progress bars are everywhere, from your social profile to your bank statement. This visual cue does two things: it shows you how far you have come in a particular task and it adds an element of motivation. These unassuming creatures exploit our compulsion to complete the incomplete - that itch we simply have to scratch when we see a puzzle that’s missing a piece. This game mechanic is particularly useful when it comes to online training. It gives the learner much more visibility over their professional development and it spurs them on to complete more content, earn more points and badges, and of course, reach the top of the leaderboard! Find out more: The History Of The Humble Progress Bar  If you want to know more about how gamification can make a difference to your business, download our white paper by clicking the button below!  The post How to boost learner engagement using game mechanics appeared first on Growth Engineering.

Do you remember the last time you started a new job? With all of the new people, new processes and new responsibilities, it can be quite overwhelming. During the onboarding process, new starters are in a twilight zone between knowing nothing and knowing what they need to in order to do their job. For obvious reasons, this process should be as fast, as smooth and as enjoyable as possible. If you want your newbies to have a great head start, an engaging social learning platform lets your whole team welcome them into the fold. Your learning management system needs to deliver the induction content effectively. In the old days, you would just lock your newbies in a room with a dusty TV/VCR combo, and make them watch a grainy old induction video. While video can be an engaging way to deliver learning content, your learners can’t properly thrive in isolation. You need to unlock the power of collaborative learning! Social learning is more efficient Collaborative learning, or social learning, is a more efficient way of getting your message across. Only 10% of what we learn comes from formal learning materials - the rest, we pick up from our experiences and from interacting with our colleagues. With a social Learning Management System, like the Academy LMS, you can give everyone in your team a collaborative learning platform - whether they’re fresh-faced newbies or veterans that have seen it all. Identify experts in your team If you’re lucky enough to have a few experts in your team, the Academy LMS lets everybody find these know-it-alls and tap into their experience. If one of your learners has a question, they can access the Chat and Experts area and find the perfect person to ask. These questions then get added to the FAQ area and can be accessed by anyone else. This contributes to an ever-growing bank of information that’s visible to all. In essence, your learning management system will be automatically populated with content with little or no effort from the Learning and Development team. Levels create a clear induction journey For a more structured induction program, the Academy LMS lets you create an onboarding path composed of levels. This is just one of the Academy’s gamification features and it creates a more engaging learning experience and a clearer journey for the learner. A little encouragement goes a long way! As your new starters engage with their learning content, and the platform itself, they can earn badges and achievements. Each of these virtual trophies represents another learning hurdle successfully jumped! The more badges they earn, the higher they climb on the company-wide leaderboard. This game mechanic encourages healthy competition between all of the learners, adding to social engagement levels and ultimately revolutionising your company culture. Meanwhile, your new starters can interact with the team on the social feed and in specific discussion areas called Insight Groups. Each of these groups has its own Top Contributors leaderboard, letting your learners get recognition for their expertise. With all of these tools at their fingertips, your new recruits will feel like a part of the team in no time at all! Our Social Learning white paper has all you need to know about improving your processes (including induction) with a collaborative learning platform. Just click the button below to become an overnight expert in Social Learning!  The post Better onboarding with a social LMS appeared first on Growth Engineering.

That’s right, awards season is in full swing and we’re showing no signs of slowing down! This time we’ve won TWO GOLDS and a SILVER at the Brandon Hall Group HCM Excellence Awards! This prestigious awards programme has been running for more than 20 years, and it’s often referred to as the ‘Academy Awards’ of the learning industry. Seriously, it’s that highly regarded in our world! That’s why we couldn’t be happier to win such huge recognition for our work with our Academy LMS clients! The entries were evaluated by a panel of veteran, independent senior industry experts, Brandon Hall Group Senior Analysts and Executive Leadership based on the following criteria: fit the need, design of the programme, functionality, innovation, and overall measureable benefits. Rachel Cooke, Chief Operating Officer of Brandon Hall Group and head of the awards program, certainly had some kind words to share: "All of these winning programs deliver meaningful business results to their organisations. Winning an Excellence Award is a great honour, but the real winners are the organisations themselves and their customers and clients because of the innovation and customer focus they demonstrate." So what did we win? TD Academy - GOLD for Best Sales Training Program for Extended Enterprise (Sales Performance category) TD Academy was a joint effort, built by Growth Engineering, Hewlett-Packard and Azlan, the Enterprise Division of Tech Data Corporation. This was our first gold of the night, and it was thoroughly deserved by the Azlan team! TD Academy is used to train Azlan’s 4,000 sales partners, spread all across Europe. The main goal of the programme was to outgrow the market and all competition. Sounds easy enough, right? Well despite setting such an ambitious target, since launching in 2013, the partners who are making the most use of TD Academy are now outperforming the rest of the market by a whopping 70% year-on-year growth! Read more about TD Academy and its incredible ROI figures in this case study. GAME Learning Zone - GOLD for Best Use of Learning and or Talent Technologies (Sales Performance category) Built by Growth Engineering and GAME Retail Ltd, GAME Learning Zone was our second gold winner of the night! This is a massive win because they only launched a month prior to the award submission! But GAME hasn’t delayed when it comes to delivering results, because their Learning Zone has already made an impact on their sales figures. Their learners have also shown enormous levels of engagement with the platform and its social features. They’re actually using the platform as a social network so that they can communicate and share with their colleagues nationwide. Find out more about GAME Learning Zone and its super engaged learners in this brand new case study. Steinhoff Learning Store - SILVER for Best Results of a Learning Program (Learning and Development category) Steinhoff Learning Store has been built by Growth Engineering and Steinhoff UK Retail. Despite being entered into one of the most competitive categories, the programme took home a silver award! The platform is used to train the 2,300 salespeople across Steinhoff’s UK businesses - Bensons for Beds, Harvey’s and Cargo. We’ve worked very closely with Steinhoff to fully brand and customise their learning platform so that it’s just right. But what sorts of results has it achieved? Well since launching, Steinhoff’s three UK businesses have increased sales revenue, reduced staff turnover, and cut down the time it takes to train new starters by a third. No-one can grumble at that! Read more about Steinhoff Learning Store and its awesome ROI figures in this case study.   Our Managing Director, Juliette Denny, is just about ready to explode with joy from hearing about all this success! Here’s what she had to say: "It’s simply staggering just how much of an impact we’re making on the world stage! These awards truly are testaments to all the incredible hard work our clients put into their training programmes, and to the fantastic relationships we build with them." So what’s next? Well, each of these clients are also currently shortlisted for more awards! Both TD Academy and Steinhoff Learning Store are on the shortlist for the Training Journal Awards, while GAME Learning Zone is on the shortlist for the e-Learning Awards. Keep watching this space! If you’d like to see how our Academy LMS could deliver results for you (including awards), why not sign up for a free tour today?  The post We’ve won THREE Brandon Hall Group HCM Excellence Awards! appeared first on Growth Engineering.

People make a business, so they should be treated as importantly as any other asset (if not more!) Unfortunately, if you’re a small business, scooping the cream of the crop often just isn’t in your budget. However, it is within your means to grow a new crop of experts from the seeds you already have! A whopping 98% of staff find annual performance reviews unnecessary. But with an online performance centre you can avoid large, unproductive discussions dominated by the loudest voices. Choosing a dynamic, social system neatly ties the employee’s perception of their performance with the wider business expectations and values. This way, your seedlings flourish into ravishing trees, planting roots far into the company’s future.   Why Annual Appraisals don’t work Reviews have become something we all dread. Sometimes they leave us feeling as though it’s a simple tick-box exercise, or wondering if reviewers are even concerned with our development in the company. Once objectives are set, they’re usually locked in a drawer and not seen again until the following year, making you feel like you’re all on your own. The  ‘Performance Centre’ add-on for our Academy Learning Management System, is a live growth-monitoring tool, not just a data capturing tool. Sounds great! But what does that mean? It lets you track the growth of an employee by creating objectives, monitoring progress and building personalised growth plans. And the best part? You can do all of this from the same system, pulling all of your employees’ progress together in one happy place.    Just ask Vicky Edwards, Chief People Officer at Grass Roots Group, one of our clients. They use our Performance Centre for their entire performance management, and for her the best part is… "understanding the part I play in the business, and seeing that what I’m doing is having a direct impact on business performance". Tick-Box Management   "Set objectives", "Envision your goals", "Work towards them"… Appraisals have become a part of the ‘to do’ list, and who can blame managers? Tasks pile high and wider business objectives often dwarf the more subtle managerial duties such as nurturing a positive culture. In a study by Quantum Workplace, employees listed lack of growth opportunity as the highest reason for leaving. And don’t think career development is one-sided either, in the same study 81% of people said that professional development is a shared responsibility between manager and employee. This really isn’t a surprise, it’s human nature to grow, develop and soar to new heights. So what can we do? Holding more reviews won’t work because even in the best case-scenario "employees often don’t understand how to move either horizontally or vertically in an organization".   5 reasons to use our Performance Centre   Saves Time & Money Saving you recruitment costs: no more unproductive meetings & awkward conversations. ThePerformance Centre is a live platform accessible at any time, offering a more realistic solution for self development at work.   Grows experts without the expert salary Expertise isn’t always transferable: There’s no guarantee that an expert at another company would understand yours. Instead, grow expertise by regularly assessing & developing your existing staff through fun, interactive communication and solutions.     4 realms of development From setting objectives, to being awarded a badge for winning targets! We give you a full cycle of staff development. Creates a happy, open culture Reward staff with badges, live feedback & congratulate their achievements amidst their peers. No stress We take care of all the boring bits like migration & paperwork. What’s  more is you’ll get a personal tutorial from a Growth Engineering Superhero - for free! Are you ready to empower your people, by giving them access to an all-in-one online performance management solution? Then head to our ‘Contact Us‘ page and tell us that you’re interested in finding out more about the Performance Centre. We’ll be delighted to help!  The post Why use an Online Appraisal System? appeared first on Growth Engineering.

We’ve all had reviews at work. It could be the comforting end of a probation period or an exciting opportunity for a promotion. Maybe it’s just a health check of your progress at work. If you’re part of the 98% who thinks that performance reviews aren’t engaging enough, we’re with you! As in life, everything must evolve so we went ahead and revolutionised the dreaded performance review. Are you usually busy fretting in the days leading up to the ‘big meeting’, when really you should be excited to explore new ways to grow at work? When it comes to your development you shouldn’t regress into a shrinking violet. And you know what guys? It’s just too bad. You should be engaged at work; after all it’s your hard work that keeps the company ticking. Be more Hermes, the God of transition & boundaries If you have even an ounce of the superhero spirit we have here at Growth Engineering, you relish the opportunity to seek out daring adventures in far off places. But do you ever get the feeling that someone keeps stepping on your cape? Feel like Zeus forced to walk through radio-active sludge in sandals? Oh darn…There’s that pesky kryptonite again, throwing you off. If the yearly wait to voice your concerns at work is masking your potential, it’s time to BOOF! KAPOW! FWAP! Boring bureaucratic appraisals into the next galaxy. Err…. Models went out with She-Ra in the 80’s   Yes, we know there’s a whole metropolis of models and diagrams to ‘help’ you achieve your goals, and we can see your eyelids sliding shut, so we won’t bang on about those. Reaching your goals is an ongoing development, not a once a year showdown. So what we’ve done is create an additional area on ‘The Academy’ LMS, called ‘The Performance Centre’ and it completely turns goal setting (and getting) on its head! This is a real-time platform that lets you see how your own objectives meet with the wider company’s KPI’s and long-term goals, so you can always see how super you really are. Since it’s online it’s also accessible to your leaders and they can give you regular feedback & suggestions on how to improve. This way you always feel valued, and encouraged to become the best that you can be. You can also view your workload in the Performance Centre and manage the status of tasks. So whether they are complete or in-progress your department will always be kept up to date. Praise your employees with gamification tactics There are so many ways to review performance. You can praise your employees with big-league badges, provide direct learning content so they can progress further or even offer verbal praise on the integrated social network. Either way, this is a one-stop station for powering up your heroes. Annual appraisals, they dull your powers Think about it: What superhero is going to reveal any weakness if he knows the admission will come back to bite him in the next review? (Hint: only the stupidest superhero.) Instead, the employee is going to spit back exactly what he knows the boss wants to hear. That’s hardly the way to get an employee to become utterly awesome at their job.     "The way for reviews to be effective is on a day-by-day, minute-by-minute basis - not once or twice a year." Says Michael Dean, Glenroy’s executive vice-president. Some management experts go so far as to say that 90% of a manager’s job today occurs in the day-to-day coaching of employees. Nobody’s doing them anymore, stop embarrassing yourself Take Accenture who employ 330,000 people globally. They recently wreaked havoc in the HR world by announcing their plan to scrap annual appraisals in favour of more frequent live communication. Saying they were frustrated with a process that was "too heavy & costly for an outcome that isn’t that great". Now even Microsoft and Deloitte have jumped on the bandwagon cited as a ‘massive revolution!’ So what do you think? Are you brave enough to ditch annual performance reviews, and make them a year-round experience on our Performance Centre?  The post Year Round Performance Management: Your One Step Guide appeared first on Growth Engineering.

I don’t know about you, but we’re tired of seeing the same old advice for managing your workload. Check your email first thing, take regular breaks, spend time in nature… This just sounds like ignoring the stress instead of getting rid of it altogether. When you’re constantly juggling 1,000 things, no amount of meadow frolicking and bunny stroking on your lunch break is going to calm you down. If stress balls, and mini zen gardens are falling off your desk, then you’ve come to the right place.       1. Stop rushing Your daily tasks should fit on a post-it note. Before you say "It depends what size?" We mean the standard yellow square. (and just normal sized handwriting by the way) ….Anyway, you get the idea. Time management is stress management. Now obviously we’re not telling you to avoid all deadlines, but trust us, in the long run work that is well executed will always benefit the company’s wider strategy. Part of this is being part of an organised team. Growth Engineering’s online Performance Centre is built to organise your ‘To-Do List’ with a simple traffic light system; green = complete, amber = in progress, red = incomplete. Simple, right? It’s also live and can be accessed by others. This allows you to give and receive feedback, suggestions and reviews at the click of a button - when you really need it, rather than just in the big meeting which is a fortnight away. 2. Avoid large, unnecessary meetings Never go full David Brent. If you’re having a meeting about having more meetings then you’re not creating meaningful work that has real value. Most meetings can be avoided through quick regular feedback and transparency of your workload. What you don’t need is time spent navigating your way through endless email chains that confuse the pants off of you, when you could spend this time more effectively. You don’t need that in your life…   What you do need is an online learning platform with an integrated approach to performance management. If you use our customisable Academy LMS (Ahem! The world’s #1 learning management system) then you could have access to our shiny new ‘Performance Centre’. Here your managers can see exactly what you’re working on, and you have full visibility of how your objectives/KPIs match the larger business objectives. Intrigued? Get in touch here and we’ll show you how it all works in a live demo. 3. Take Breaks We’ve found an ingenious way to get work done while making you feel like you’re taking a break. Your company intranet might be an endless library of information that ticks all the boxes… But do you even feel like finding or using it? With a social learning platform you get colour, fun, games, smiley faces, and bring your whole team together for a group hug. So if you need to brush up on new procedures at work or if there’s an important new program you need to master, why not  learn through a game? You could climb Mount Everest perhaps or race your colleagues on a dirt track, picking up knowledge without tiring yourself out. The way we see it, you’re having a blast while getting round to those things you keep putting on the back burner. Intrigued? Click here to try it now for free! Happiness is a Serious Business On a final note, look after yourself. If you like what you do and you’re good at it, you’re more likely to be engaged and happy, rather than seeing work as a chore. For the past ten years NEF, the new economics foundation, has been publishing its Happiness at Work Survey. Their research has consistently shown that happier employees show a 10% decrease in staff turnover and show a 5% increase in productivity. This could save your business a whopping £110,000 ($170,000) a year!     There really is no time like the present. So If you’re tired of bogus remedies and need a solution fast, contact us here & tell us your worries. We’ll make you the smartest, happiest, most proficient performer in your industry.    The post 3 Surprisingly Effective Ways to Work Smarter appeared first on Growth Engineering.

Average is burning your toast in the morning and eating it anyway, average is doing a job you hate everyday because the leap to happiness is too daunting. So you settle. You’re a middle of the roader, a make do’er, compromiser, a grade-C, fate acceptor. But here’s the twist: maybe it’s not your job that’s the problem. Maybe your company is structured to prevent you from unlocking your full potential. Contrary to what the Wu Tang Clan said, cash doesn’t rule everything around us. Nearly 70% of employees said they would work harder if they were better recognized for their efforts. What’s more, a study by Glassdoor found that an unhappy 33% quit their jobs due to a lack of career growth.   So in this new age of meditation apps & organic driftwood phone cases, we’d like to think that we wouldn’t sacrifice our happiness for a few bucks. Obviously cash is king but there are a dozen kings at this table, and a King is nothing without its Queen and courtiers.     The King of Communication   The holistic, unmeasurable nature of these things may grind your finance department’s gears, but solving these problems are essential to running a good business. The top two factors cited by workers are a lack of advancement opportunities and excessive overtime.That’s according to a new survey by EY of 9,700 full-time employees in eight of the world’s largest economies: the United States, Brazil, Mexico, the United Kingdom, Germany, India, China and Japan. Also on the list were companies that don’t encourage teamwork (71%); and bosses who don’t give employees flexibility in when and where they work (65%).     The ‘Flexibility Stigma’   On paper everyone’s a nice guy, and more and more companies are starting to encourage a flexible work policy. But the cynics amongst us might see this as some nefarious plot to integrate work into our lifestyle, rather than shoehorn your lifestyle into work. In the same survey 67% of employees said they worked in offices where there’s a sense that you’ll be penalised for working from home. So none of this matters if you’re too afraid to take advantage of flexible working perks.   What’s more, a new study by the Institute of Leadership & Management found that "negative attitudes towards flexible workers are often prompted by a sense of unfairness and poor communication from senior management on policy. So you see, communication really is King.   All You Need is Us   One way to heal all of these problems is to have a central online platform that your entire team can access, such as our multi-award winning Academy LMS. The built-in performance centre takes care of all your talent management needs, and its social features stimulate instant live communication. So you end up with a happy, loyal team working for a company that pushes employee growth and open communication! And all you needed was Growth Engineering!   Ready to tackle the underlying issues in your business? We’re ready and waiting to turn your business into a shimmering jewel of pride. Soon enough you’ll have the world’s best talent flocking to your doors.   Click here to watch our awesome videos or tell us your biggest concerns here and we’ll have you up and running in no time!    The post How to remove the BIGGEST obstacle to your employees’ happiness appeared first on Growth Engineering.

It can sometimes be surprising how important the little things are; things you don’t often think about or consider. Saving a receipt, for instance - the one you chuck straight in the bin, thinking, "I’ll never need this…" is always the one you need. And don’t get us started on stocking up on flea treatments for the cat. "I’ll pick it up next time I’m here…" soon leads to itchy bites and an infestation. Keeping on top of these little things is hard. Life gets in the way. And it’s the same in eLearning - if we’re not careful, we overlook the little things a few too many times and soon we’re knee-deep in the bog of eternal stench with no obvious way out. Think about it. You spend a bit too long on one aspect of your eLearning module - say, picking the best images or creating a gorgeous-looking bar graph - and have to sacrifice a well thought-out quiz section for some really basic multiple choice questions in order to meet the deadline. Once, and it might not matter too much; but keep doing it and you’ll soon discover just how important it is that learners’ knowledge is properly tested! There are a few ways that you can make sure you stay on top of these things: Make a checklist of essentials It might seem like you’re adding more work initially, but setting out your eLearning plan before you properly start working on it can really help in the long run. Not only will you be able to make sure each section is completed, but if you add timeframes into the list you can see how long you should be spending on each element in order to hit deadlines. If you have 4 hours left and you know that an awesome quiz will take 2.5 hours to complete, you won’t spend longer than the stipulated 1.5 hours sourcing images and making the eLearning unit look pretty. Be consistent One way to make sure the little niggly details aren’t overlooked is to be consistent. Pick your preferred style and stick with it - that way you won’t need to think about it each time. For example, decide whether you want to tell learners to ‘Click here to go to the next slide’ or just provide a clickable arrow to do the same. Once you’ve decided, use that format throughout the eLearning module. Not only does it make your job easier and allow you to think about other, more important things, but it makes the learning journey less confusing for learners, too. Think like a learner To really create great eLearning, you need to get under the skin of a learner and think like they do. If you were taking the eLearning module, what would you like to see? How much would you care about the colour of the title, or the size of the ‘Next’ arrow? Is it really important that every image is square? Once you begin to think like a learner, you’ll discover which details are really important - and which are barely noticed. Striking the correct balance of attention to detail versus working efficiently can be tricky, but once achieved you’ll find the quality of your eLearning increases tremendously. Want to learn more about what it takes to create great eLearning? We just wrote a white paper on it! Click the button below to download it.  The post 3 tips for eLearning efficiency appeared first on Growth Engineering.

Why do we have reviews?   Reviews have got a bit of a bad rep, mustering bleak images of oversized board rooms, and intimidating managers ticking off long lists. They can make you feel like you’re being put in front of a firing squad. Essentially, reviews are an attempt to measure an employee’s performance against company goals. So why is measurement so important? Because you cannot manage what you can’t measure. Yet so many companies find the area of measurement so difficult. Especially when it comes to managing things like staff development. You probably want to keep track of things like: Seeing if your staff are working towards the goals of your company Seeing if your staff need a little sprinkle of magic to help them improve And obviously being able to identify the weaknesses in your business   Stuff like this is crucial for quality and productivity activities. But how do you do all this? Formal appraisals seem to be getting chucked out the window alongside fax machines and stuffy suits, and now It’s generation Y’s turn to rule the roost.   Generation Y   Generation Y covers people born between the 1980s and the year 2000. They will make up 40% of the global workforce by 2020.   And they are a pretty kick-ass bunch.   Whilst their parents were faced with Thatcherism … depression, these lucky guys have more job options than any other group in history. They want to know why they are doing work and how it contributes to the world, not just their pockets. But with this new culture comes a new attitude to work. They’re demanding to know what a company can give to them in exchange for their hard work. And with more and more companies offering sabbaticals and flexible working hours to try to please this gang, it begs the question: What are you going to give to a generation that will cover an earth shattering 40% of the global workforce by 2020? Having regular performance reviews is one way of making them feel valued. Plus you get to flutter your angelic wings and show your care and commitment.   But someone please! Blow the dust off these boring reviews   The top 5 reasons why people quit are "lack of growth opportunities" and a "lack of teamwork". This is according to Gallup research, which included a meta-analysis of 44 organizations and 10,609 business units.   So reviewing performance all year round in a meaningful way has to be the way to go for all you big bosses out there. I mean who would want to slug their guts out in a dead-end job, day in day out, to have appreciation dictated to you once a year? And even that depends on whether your managers can muster up the enthusiasm. If this all sounds way too familiar? Then check out our Learning Management System and its Performance Centre add on, it’s a clever little platform that gives you all the connectedness you could ever need with your team-mates, and its online and accessible 24/7!  The post Has the rise of Generation Y rendered formal reviews useless? appeared first on Growth Engineering.