Why Should You Make Learning More Human?
Workplace motivation is a significant issue for business leaders. According to a Gallup poll, 60% of employees are emotionally detached from their jobs, and 19% are unhappy at work. For most employees, job satisfaction—which includes a continuous but well-planned, humanised, and personalised learning experience for self-development—along with the prospect of exciting career advancements—is a critical workplace motivator.
Human-cantered workplace training organisations begin by focusing on improving the overall employee experience, which includes fostering a purpose-driven, human-cantered work culture. The first step toward re-humanization is to incorporate emotional intelligence into their learning programmes. In the long run, these Assignment helper organisations will be more competitive than those that do not humanise their workplaces.
How Can Emotional Intelligence Help You Humanize And Improve Learning?
An emphasis on emotional intelligence can significantly help organisations in humanising their learning strategies, resulting in a more fulfilling learning experience for their employees. Employees’ professional and personal satisfaction and growth, workplace performance enhancements, and an overall sense of purpose within the workforce all contribute to this.
Employers can build connections with their employees that extend beyond the realm of traditional training by humanising learning programmes through the application of emotional intelligence principles. This promotes deeper engagement with the workforce. Personalizing learning encounters can also help L&D teams improve learning experience delivery, which leads to better performance. This increases learner motivation to complete the learning programmes that they enrol in.
Finally, emotional intelligence assignment help in Singapore allows you to humanise and improve the learning experience by having a greater positive impact on your employees’ lives. It will foster more meaningful connections with learners, increase team flexibility, creativity, and resilience, increase employee sense of belonging, improve organisational performance, and increase workplace commitment and engagement. This impact is also manifested in increased staff retention, employee desire to pursue career growth opportunities within the organisation more vigorously, and a renewed commitment to better serve your customers and stakeholders as a result of improved learning transference.
What strategies can L&D use to humanise and improve learning programmes by leveraging emotional intelligence?
Here are some strategies to help you use emotional intelligence to humanise and improve your organization’s learning experience:
- Authenticity is important. Integrating emotional intelligence to improve learning is a process that begins with finding the right balance of human-centered design, learning science, and technology. As you design your learning programmes, keep all three dimensions in mind.
- Make an effort to humanise your personalization efforts. It’s all too easy to become distracted by technology, inaccurate data points, and abstract or fixed learner personas, resulting in a dehumanised initiative. Instead, in order to truly understand your learner’s needs through an emotional intelligence lens, you must leverage that data by leveraging the power and expertise of human connections.
- No matter how much you invest in emotional intelligence-based learning, your organisation will not benefit if your learning audience is not motivated. As a result, it’s critical to encourage your employees to embark on a journey that will lead them to cultivate a mindset for constant growth and continuous learning.
- Create learning solutions based on a holistic learning and performance ecosystem strategy. Emotional intelligence solutions thrive in learning and performance ecosystems that are broad-based and self-sustaining. This means that L&D should focus on both formal and informal learning resources, performance support tools (PSTs), and learning hubs, in addition to emotionally moving content.
- Use simulation-based training or other learning tools, such as eLearning programmes based on VR, 3D, and Augmented Virtual Reality. This creates a safe practise environment for students to learn by doing, make mistakes, and learn from their mistakes.
- For reflection and amplification of learning through practise, use immersive and experiential learning strategies such as gamification, interactive stories, real-life scenarios, branching simulations, and other next-generation training strategies.
- One very effective way to improve employees’ learning experiences is to encourage them to learn from other learners. Self-directed and social learning capitalises on learners’ emotional bonds with their peers and networking cohorts, which L&D can use to drive collaboration.
Final Thoughts
The proliferation of technology in the corporate learning space has made it all too tempting for L&D to deliver over-digitized and hyper-automated learning experiences. Unfortunately, because these approaches are devoid of emotion and “humanity,” learners find the learning experience boring and frequently disengage.
We hope that the strategies discussed in this article will give you the necessary insights to use emotional intelligence to humanise and improve your learning programmes.
