The Rise Up blog

Does your L&D program actively add value? Does it drive business performance? Is it a source of competitive advantage … or just a cost center?

Mental health costs UK employers £56 billion each year (Deloitte). At any one time, one in six of Britain’s working-age population experiences symptoms associated with mental health (Royal College of Psychiatrists), and half of the employees have experienced at least one characteristic of burnout (Deloitte).

Learner disengagement is one of the biggest challenges facing training organizations. Sometimes it’s obvious in dropout rates, but sometimes it’s hidden in poor outcomes. The learners attended, but they failed to learn.

How to flex to 2023’s way of working In recent years, requirements of training providers have shifted with many factors impacting when, where and how training delivery can be enhanced. As Gartner reports: “52% of employees say flexible work policies will affect their decision to stay at their organizations.” (Gartner, 2023) With changing priorities and a more diverse workforce, how can providers ensure everyone is supported?

One of the main challenges of corporate training is creating relevant and engaging learning paths, and ensuring that learners retain the information in the long term. This is not only for compliance reasons but also to give your employees the tools to perform better on a daily basis. But how do you maintain knowledge over time and guarantee the effectiveness of the training given?

As employee engagement is declining and our skills gap crisis deepens, finding effective methods of connecting with learners is a core challenge for 2023. Gallup’s latest research found that only 34% of the over 57,000 employees they surveyed felt engaged at work, and 16% confirmed they were actively disengaged. Creating learning programs and shifting the workplace mindset towards tangible business outcomes is vital for retention and engagement to help you mitigate the risk. PwC found that 20% of employees will switch jobs within the year.

In our previous blog, we explored how the post-covid era has led to various challenges for HR professionals. In this article, we tackle the skills HR teams need today to help fight these.

Rise Up teamed up with the industry magazine People Management to produce a report on Solving the skills shortage with L&D. The whitepaper looks at the current employee landscape and outlines the very important role Learning and Development and HR teams can play in addressing the skills crisis. This article will outline a preview of our insights. You can download the full guide here.

Training managers know that capturing learners' attention and keeping them engaged are the keys to successful training. Interactive training also helps to keep the individual in the workflow, i.e., to keep their concentration at a high level. The flow represents the optimal balance between the simplicity and complexity of the training: content aligned with the learner's abilities and needs combined with subtle interactivity optimizes their involvement.