Organizations that have successful learning programs are  very often ones that start learning right away — during  the onboarding phase. Having a fully integrated onboarding process and fully  integrated technology allows organizations to treat onboarding  as part of a holistic process designed to show value to new  employees (or employees in new roles), which has an impact on  organizational culture, employee resilience and business metrics such as customer satisfaction and even revenue.   Explore these concepts further in OpenSesame's newest eBook, "Onboarding in 2022 - What Has Changed and What Remains Critically Important."

Your organization’s approach to Diversity, Equity, and Inclusion matters, and has for a long time. In recent months, contributing to an employee’s sense of Belonging is proving to be massively important. Belonging is one of the fastest growing influences on how your employees and prospective employees, customers, partners, and others view the organization. This plays an increasingly large role in their decision to pursue a role with the organization or to leave. This eBook provides guidance on how learning and development can and should play a role to influence how employees experience an organization’s DEI&B. This eBook makes a case for how and why learning and development can be an agent for shaping the culture of an organization. Learning can contribute to a sense of employee belonging by creating a culture of engagement, opportunity within the organization, and productivity. Ultimately, supporting employee belonging can make great strides toward employee retention. In this eBook, we focus on a few key issues around Belonging: Tying Belonging to Strategic Talent Outcomes A Belonging self-assessment guide Opportunity checklist for ways to improve Community building Creating space to respond to changes

According to a recent study by the Brandon Hall Group, most L&D leaders say their technology ecosystem is falling short - but why? Cultural changes including a remote/hybrid workplace, the new "metaverse," and the expectation of knowledge on-demand are forcing learning strategies to adapt. Innovations including virtual reality, augmented reality, microlearning, video-based practice, and machine learning are getting better results, so how do you prepare? If you haven’t already been asked already to implement these newer strategies, expect it. Get a jumpstart on building your next-generation learning technology ecosystem with this eBook.

For many companies, Learning & Development has taken center stage. In fact, 72% of executives agree that L&D has become a more strategic function in their organization. And among employees, 70% say they would leave their current company for one that invests in employee L&D. With heightened demand for Learning & Development opportunities, many companies are looking for ways to implement a simplified yet effective L&D strategy. Designed for HR professionals, this essential infographic outlines how to make your L&D strategy a seamless part of your organization, motivate your teams, and drive sustainable growth for your company.  It will help you:  Understand what’s valuable to both your employees and customers  Get to the L&D finish line as quickly as possible  Ensure what you are building results in something your employees and customers actually want

The "Great Resignation," "Turnover Tsunami" or the "Big Quit," whatever you choose to call it, the trend of job departures in the last few years has been unnerving for organizations. The workforce is taking stock of their careers and reevaluating their priorities. In 2020 alone, 40% of U.S. workers have changed jobs, managers, or roles. Employees are craving new opportunities for personal growth and learning to help them sharpen or build skills. If your people don’t believe those opportunities exist at your organization, they will look elsewhere. To stem the turnover tide, organizations must connect their people to more personalized learning, critical skills development, and give employees control over their career paths and opportunities for growth. Workers who can see what internal growth opportunities are available within the organization are more likely to stay, as they can chart and track their progress towards the career path they desire. Exposing your people to a wide variety of roles will help them gain a greater range of skills, be more collaborative across business areas and be more productive. And you’ll experience a massive increase in time-to-productivity as your "new" hires will already have most or all of their corporate onboarding done before even assuming the new role. Using your own people as a talent pool for filling job requisitions has a ton of great benefits. Use this checklist as a reference guide to ensure your organization has the tools it needs to plan, facilitate and execute a great internal talent mobility program.

It’s hard to find the perfect vendor in the oversaturated learning technology market (700+ LMS vendors alone). How do you know they’ll be the perfect fit without trying a demo? Who has the time to try hundreds of demos? What’s a Chief Learning Officer (CLO) to do? You need a cheat sheet. This guide will help you narrow down the musthave learning technology features to drive business growth. At the end of the day, you don’t need the perfect piece of learning technology, you need the right fit for your business. Unfortunately, learning technology traditionally focused on only one business segment—employee education. But today, companies use education to build their brands, foster communities, or generate revenue. That’s where traditional learning technologies fall short: they won’t deliver results for these new business models. There are three broad categories for education in the corporate learning space: Training companies and associations sell education programs to individuals or businesses to help them master professional skills, sometimes demonstrating mastery through a certification or credential. Extended enterprise is your network of learners who are not employees but require training on your products or services to be successful. This includes customers, channel partners, contractors, or franchisees. Employee education programs train the employees working for your business. This may include internally developed or off-the-shelf courses (or both). With this guide, you’ll be able to identify the non-negotiable features your business needs to be successful.

"The customer is always right." For a long time, this slogan was the shorthand for good customer service and relationships. And many businesses put it at the center of their strategy for growing a loyal base of happy, repeat customers. It is more important than ever to provide quality customer care in today's competitive market. More than half of all customers find they’ve gotten nothing from their customer service interactions. Consumers are more likely to take their business elsewhere if they don't receive the level of customer service they expect. The numbers are telling, as 40% of customers in 2020 stopped doing business with a company because of poor customer service. While offering a top-notch product or service may be enough to inspire an initial purchase, quality alone is not what keeps a customer buying from a brand for life. Brand loyalty is, and it’s at the core of quality customer relationships, which is in partnership with customer service. For the purpose of this article, we are combining customer service and customer relationships and calling it "Customer Care".

Why should you invest in online employee training? That’s the question on every leader’s mind. Well, 61% of adults in the U.S. seek career development opportunities when considering job opportunities, so it can help with hiring and retention. Also, 89% of employees want training available anywhere and anytime they need to do their job, so it’s what employees want. From upskilling to reskilling to building an attractive and engaging culture, training has the potential to be a catalyst for change for organizations. This ebook can provide HR & L&D professionals with:  More statistics in favor of investing in employee training  Tips on how to bring leadership into the fold and buy into the idea of training  Strategies to make sure your training program is successful and shows ROI

The workplace in 2022 is at a turning point. Employee burnout is at an all-time high; employees are switching jobs (and even careers); and employees are seeking work cultures that promote flexibility and well-being. As a result, business managers are trying to improve employee satisfaction among the people they manage through new initiatives that improve retention, like offering new workplace learning opportunities to employees. Qstream fielded a survey of 534 U.S. business managers across organizations in the financial services, technology, healthcare, manufacturing and life sciences industries in the United States to discover: How effective workplace learning programs are currently—and where more work must be done to make them effective and efficient How important workplace learning initiatives are to counter workforce burnout and attract and retain talent If organizations are effectively measuring the impact or effectiveness of their employee learning programs

Engaging learners is a difficult task for L&D professionals. In the corporate environment, developing a training program that everyone can participate in and follow to improve their skills is critical. Learn more about increasing learner engagement in online training courses by reading this brochure. What you will learn from this brochure: Understand the learner’s needs and skills Create personalized learning experiences Make content mobile-friendly Multi-source learning Collaborative knowledge and skill development Gamified learning