Not too long ago William Pitt/Sotheby’s International Realty had a serious training conundrum:
28 states, each with unique requirements/regs
One trainer (Lance Pendleton, Director of Training)
All employees = independent contractors
Average age of agents: 61 (baby boomers)
Training = 100% voluntary, not mandatory
Training adoption rate: < 15%
Sotheby’s needed a strategy to turn things around
Sotheby’s knew e-learning would be the way to go, but they needed to find the right LMS for their particular workforce needs. They needed an LMS that met the following criteria:
- Easy-to-use for both employees and authors
- Compatible with any mobile device
- Robust reporting and analytics
- No overwhelming bells and whistles
Sotheby’s chose Bridge by Instructure to solve their training issues. Here’s what happened when Bridge was implemented:
- REDUCED TRAINING TIMES:
- Estimated 40–60 hours saved of annual training time per agent
- Total saved time per year: 48,000-72,000 hours
- MORE PRODUCTIVE MEETINGS:
- Old Way: Face-to-face time with agents teaching tools: 80%; Time spent going over sales strategy: 20%
- With Bridge: 20% tools training; 80% sales strategy training
- GREATER FLEXIBILITY:
- Courses customized by location to accommodate varying regulations
- A central content library for self-directed learning and quick access
- Mobile compatibility for training on any device, anywhere
- INCREASED SCALABILITY:
- Deploy courses companywide, or out to small teams/user groups
- Train new hires on the basics without face-to-face meetings
- FASTER COURSE CREATION:
- Goal: 50 classes in three months
- Reality: 116 classes in two months (more than twice as many in less time)
- HIGHER COURSE ADOPTION RATES:
- Goal: 12% adoption rate by end of 2016
- Reality: 77% of agents have taken at least one class
- COMPETITIVE RECRUITING AND BETTER RETENTION:
- Millennials value training opportunities more than salary
- Empowered agents = engaged and productive agents
- INCREASED SALES:
- Sotheby’s agent sales were up 28% while the market was down 33%
Why you need a
culture of learning
Workplace learning makes employees smarter. But did you know it also makes them more engaged and loyal?
We surveyed more than 2,000 people at companies across the United States to find out how company culture and values relate to:
Employees want more than a culture of free food. (They want free learning too)
Among the elements of company culture we studied, free meals had the least effect on engagement and loyalty. Workplace learning, on the other hand, did the most to align personal and organizational values - and that's where engagement and loyalty come from.
Almost 100 percent of employees at companies with a strong culture of learning reported feeling engaged at work and loyal to their company.
A culture of learning = a culture of leadership
Less than half (44.4%) of employees we surveyed said they're actively being developed for future leadership positons. But most (60.6%) said leaders in their company are promoted from within.
How can you help your future leaders develop the skills they need to succeed?
Learn more about how a strong culture of learning can help lay the groundwork of success - for your employees, your leaders, your company, and your bottom line.
The Best Training Mix for the Modern Workforce
Learning is much more than absorbing information during onboarding or on-the-job practice. You can help keep employees engaged and successful with a mix of different training methods. We’ve compiled a list of the most effective types of training - have a look.
Formal training: class is now in session
Formal training refers to courses or content developed by an instructor, including:
Classroom training or lectures
Online training courses
Only about 10% of employee learning comes from formal training and assignments, so be sure to focus L&D planning (and dollars) on multiple training components.
Social learning: breakroom > classroom
Employees obtain knowledge informally through community and ongoing interactions.
About 20% of learning comes from social interactions.
Today’s workplace is all about collaboration. In order to thrive, companies must facilitate social learning by:
Creating a culture of collaboration and knowledge sharing
Using technology, like a learning management system, to create formal and informal learning experiences
Providing adequate tools and space for working and learning together
Self-directed learning: Autonomy takes the spotlight
Allow employees to learn on their own time, on their own terms:
Tap into the autonomy millennials want
Use a cloud-based e-learning platform - like Bridge - that’s compatible with mobile devices
Provide a library of non-required courses for employees to take on their own
Use participation to help determine the next generation of leaders
Don’t forgo the guidelines: 95% of millennials are driven by the meaning and outcome of training and learning, so be sure to provide some direction and check in periodically.
just-in-time training: knowledge right when they need it
Empower workers with access to the right info at exactly the right moment by:
Creating a central library with job and company-specific resources
Ensuring all your information is clearly labeled and organized for easy access
Utilizing mobile compatible training
interactive training: use it so you don’t lose it
Interactivity makes people smarter: 90% of knowledge is retained from immediate application, like answering a question or taking action.
Provide your employees with learning that gets them involved with:
So, are you ready to revamp your training methods? Using a learning management system like Bridge can help you incorporate all the methods discussed above for the ultimate L&D harmony.
Published November 2016 by Instructure, Inc.
© 2016 Instructure Inc. All rights reserved.
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