In 2012, we set out to build a learning management system that could replace the clunky, overly-complicated platforms that many companies were still using. We were driven by a laser-focused vision. Our task was simple: build forward-thinking software that reflects what the next generation workforce should look like, specifically, more connected, integrated, and social.
But re-envisioning what an LMS could and should be didn’t only mean improving well-established capabilities like employee on-boarding and continuing education, it also meant expanding the scope and power of a learning management system in general. And as companies consider adopting an LMS, it’s important to remember that the rules have been rewritten. With that in mind, here are four ways that you can use your LMS to drive employee engagement long after they’ve been on-boarded.
Many business leaders hope to mold their workforce into a community close-knit enough to be entrusted with helping to move a grand vision forward. By leveraging LMS features like Continu’s People Search, leaders can greatly increase opportunities for informal mentorship and meaningful cross-expertise engagements, employee interactions that go a long way toward the idea that “we’re all in this together.”
Providing Encouragement, Drive Employee Engagement
Along similar lines, a good LMS can help with what we call the “crowd-sourcing” of workplace recognition. Managers know that the most effective employees are those who show up every morning excited about their work, and a great way to encourage enthusiasm is to acknowledge the small everyday successes that fall through the cracks between annual performance reviews and employee of the month awards. A strong learning management platform lets managers and team members comment on, like, and share notifications about an employee’s progress on things like continuing education modules. Though it may not seem like much, the average worker deeply appreciates that someone recognizes their dedication and diligence.