- 98% of UK employees think learning is essential in deciding
to stay with their employer
- 66% of UK companies think learning and development are key
for strong business performance
- 75% of companies don't have a learning culture and 66%
don't have a digital learning strategy
- 53% of staff don't have a clear understanding of how they
contribute to company goals
LONDON, Oct. 4, 2018 /PRNewswire/ -- Too many
organisations don't prioritise employee development, have not
implemented digital learning strategies, and have either inadequate
or inconsistent review processes, a new study shows.
Research from Bridge in collaboration with Two Heads Consulting,
finds that most businesses in the UK are struggling to engender a
culture that prioritises learning and development. Only 25% of HR
staff say their organisations have a learning culture. In
comparison, three quarters of companies don't have one at all
(11%), are still trying to establish one (59%) or report it is not
a priority (5%).
Furthermore, despite recognising its importance, 60% of UK
companies don't measure the impact of learning on business
performance.
"While most employers recognise that good learning and
development will positively impact business performance, our
research shows that many are failing employees by not having the
right tools in place to achieve this," said Kenny Nicholl, General Manager, EMEA at
Instructure. "The good news is that employees are hungry to learn,
but organisations need to provide more effective and measurable
employee development to foster a more engaged, loyal and productive
workforce."
In the face of a well-documented skills shortage, organisations
in the UK will need to spend an extra £527
million1 to attract the right talent over the
next year. Bridge's study shows that there is a real opportunity
for companies to capitalise on employees' desire to learn, as seven
in ten workers (70%) say that development opportunities are a
decisive factor in choosing where to work.
However, the report also uncovers a significant disconnect
between employees' learning and their organisation's strategic
goals. While almost two in three (64%) UK workers understand what
their company does, more than half (53%) don't know how they
contribute towards company goals.
The research shows that organisations are split in their
approach to developing digital learning strategies. While more than
a third (35%) of companies already have one in place, three in ten
(30%) are in the process of developing a strategy, and one in three
(35%) organisations currently don't have a plan for using digital
learning tools.
Performance Review Process Ineffective at Most UK
Companies
When it comes to performance reviews, many
employees feel they are not adequately served by either their
company's policies or their line managers. One in three (32%)
workers never have any review meetings at all, and the same
proportion (32%) only an annual appraisal.
Many employees who are engaged in a review process are often
left feeling that it is not being taken as seriously as it could.
Approaching a quarter (23%) of employees feel that their boss sees
their appraisal as a "tick box" exercise, and one in seven (14%)
say their line manager does little preparation or follow-up. One in
ten (10%) say their supervisor 'doesn't have time' for the process,
while one in twelve (8%) say their reviewer is 'directive' and
tells them what to do.
The research finds that many employees have a hunger for
development, with more than seven in ten (72%) feeling that they
need to learn more in order to do their job well and around the
same proportion (70%) stating that learning is an essential
motivating factor in choosing where to work.
However, they want their organisations to be flexible in their
approaches to upskilling. Six in ten (60%) employees want to
control how and when they learn, compared to just one in six (16%)
who want their training and development to be dictated by the
company and a quarter (24%) who want to undertake training on their
own time.
Click here to download the report: 'Improving
Employee Engagement, Retention & Performance.'
Notes to Editors
Bridge and Two Heads Consulting
surveyed 500 employees and 200 senior HR and L&D professionals
from leading organisations across the UK in the summer of 2018, and
the results offer a representative cross section of attitudes on
learning, development and performance management. We combined these
findings with insights gained from conversations with HR
practitioners in order to produce the research and report.
About Bridge
Bridge is an employee development software suite that helps you
better develop employees that stick around longer. Bridge gives
your people the tools they need to grow in their jobs, mastering
critical skills and learning from managers and mentors, all of
which helps you attract, develop and retain the best talent. Find
out more at www.GetBridge.com.
About Instructure
Instructure, Inc. (NYSE: INST) is a leading software-as-a-service
(SaaS) technology company that makes software that makes people
smarter. With a vision to help maximize the potential of people
through technology, Instructure enables organisations everywhere to
easily develop, deliver and manage engaging face-to-face and online
learning experiences. To date, Instructure has connected millions
of instructors and learners at more than 4,000 educational
institutions and corporations throughout the world. Learn more at
www.Instructure.com.
About Two Heads Consulting
Two Heads Consulting is a
collaboration between Mervyn Dinnen
and Matt Alder, joint authors of the
book 'Exceptional Talent,' who provide research and insights into
the changing world of work.
For further information please contact:
Third City
Cathy Farmer / Dan Thompson / Emily
Goodbrand Dillon
E: Instructure@thirdcity.co.uk
D: +44 (0)20 3657 9773
M: +44 (0)7805 754904 / +44 (0)7771 520872 / +44 (0)7720 397747
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https://www3.open.ac.uk/media/fullstory.aspx?id=31527
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