In a factory, warehouse or logistics center, it's often all hands on deck. Production lines are running, trucks have to leave on time and the customer must be kept happy. Moreover, in such a dynamic environment, security always number one. In this daily hustle and bustle, it is logical that learning is not always at the top of the priority list. Nevertheless, this is where it is very important to keep developing employees — for the quality of work, safety and job satisfaction.
Maybe you've already built a nice learning environment, or you're planning to organise a number of training courses for your employees. But how do you ensure that they also make motivated and effective use of this? We have 5 tips that can boost development in the workplace.
Theory is great, but the workplace mainly requires practical knowledge that can be applied immediately. So make sure that the lessons and training courses are in line with daily practice. Think of short instructional videos about operating a machine, or an interactive module on how to work safely with dangerous substances. No fluffy stories, but clear, to-the-point knowledge that you can use right away.
To ensure that the lessons do indeed have added value for your employees and the organisation, it is important that you know where the needs lie. This can be done in various ways. For example, check based on available dates regularly see if there are bottlenecks in production and find out the reason for this. But don't forget the most important source of information: the employee himself! During an MTO and a performance session, ask if development interview focused on tips and training needs. For example, ask whether, in the employee's view, (near) accidents could have been prevented with extra knowledge and tools. Or put one of those old-fashioned ideas in the canteen (you can also go online in a group chat, of course!).
It is important that the step towards learning is made as easy as possible. That's why you should facilitate your employees properly. For example, when planning physical, classroom lessons, take good account of duty schedules and work locations.
It is even more convenient to make training courses as flexible as possible. Online education is the key to this. A learning platform is ideally suited for this. Of course, Pluvo is a good option, but there are several options on the market. Whatever your choice, at least opt for a Learning Management System (LMS) that suits your organisation in terms of user-friendliness and design. Keep in mind that many employees do not have their own laptop or fixed workplace. Therefore, make it possible to learn by phone or tablet: mobile learning, with a cool term.
Encourage the exchange of experiences and ideas between colleagues. For example, let experienced employees record short instructions on a video, make it easy to spend a day in another department, or organise practical demos so that a new machine or way of working can be experienced in practice.
You can also give the added value of collegial knowledge transfer a more structural place in your company. For example, consider a buddy system while onboarding, where an experienced colleague is linked to a new employee for a number of months. Also a mentorship program, where an employee is supervised by another colleague for a longer period of time, is very valuable for passing on and embedding knowledge and experience in the organizsation.
In a production environment, a lot is about output. But if you want employees to learn, you need to stimulate curiosity and initiative. Offer plenty of opportunities to experiment. Does an employee have an idea to improve a working method or end product? Make space for it literally and figuratively. In time, but also, for example, by offering a protected space or test account, where you can experiment but also make mistakes.
This has several advantages. Of course, a wild idea can become a revolutionary efficiency improvement for the company, and then, as an employer, you are, of course, a buyer. But research also shows that space to experiment and learn new things makes an important contribution to employees' job satisfaction.
Do you really want to make an impact? Then provide a clear answer to the question that almost every employee asks: what's in it for me? For example: show that taking a short training course on forklift safety helps prevent accidents. Or link learning objectives to growth opportunities, such as the step to become a foreman or manager. If learning contributes to your future, you'll be much more likely to join.
And do you notice that production has actually improved as a result of new training or refresher courses, or that absenteeism has been reduced through an ergonomic approach? So show this to your employees. This provides an extra incentive to continue with knowledge development.
Don't set the bar too high for yourself and your employees. Learning in the workplace doesn't have to be big and immersive. It is precisely small, concrete steps that make the difference. If you ensure that the training is relevant, practical and accessible, motivation often follows automatically. A flexible online knowledge platform is an important first step. Want to know more about this? For example, with a non-binding demo, where you can get acquainted with the various options for your organisation or call +31 (20) 560 5001.
As an educational expert specialising in online learning, I have been writing blogs for Pluvo for 5 years. My focus is on powerful learning solutions for organisations. Universal Design for Learning and inclusive learning are my passion; I believe that education should be accessible and fun for everyone.
I've been combining my 35 years of HR experience with copywriting for over 15 years. And even then, I learn new things over and over again. That's what makes writing blogs for Pluvo so incredibly interesting!
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