In a nutshell, Employee-generated Learning (let’s call it EGL for short) is a learning and development model that shifts the responsibility of content creation from L&D to your employees or subject matter experts (SMEs). They hold all the expertise and the knowledge that you wish to share.
By moving away from the typical back and forth process of working with an instructional designer, you’re able to create more e-learning content faster and at a lower cost.
But this does mean a change to how your team, your employees, and the business as whole works and thinks. And all too often, change can be difficult to agree on.
Learning managers at Nielsen, Kellogg’s and Unilever – three companies who have implemented EGL – all agree that step one of implementing this approach is changing stakeholders’ mindset. But how do you do this? That’s what we’ll help you uncover in this article.
The key to changing mindset is educating your employees, L&D and the business on the many benefits of EGL. So let’s look at how you can create and nurture this new mindset for each group of stakeholders.
Your employees are the cornerstone of effective Employee-generated Learning. It’s right there in the name! So getting them on board is key. But thankfully there are a number of benefits of EGL that can help you promote this change in mindset.
Your business leaders are another key group you need buy-in from. They need to support, enable and facilitate EGL in order to make it happen.
Research by Easygenerator shows that “recognition, credit, and visibility” are key drivers for getting employees to share their knowledge. Business leaders have a huge impact on that. The same research shows that having “no time”, “competing work priorities” and “not receiving credit” are major blockers for employees. Business leaders and managers can influence all this, creating a work environment where knowledge sharing is valued and rewarded.
But why should business leaders create this environment?
Discover the power of Employee-Generated Learning and how it can help speed up the circulation of knowledge in your company.
And then there’s your own team. Employee-generated Learning represents a big shift in how L&D does things. After all, this new approach has significant implications for your everyday work.
With this new approach, your content development will probably be limited to topics like compliance and security training. Most content creation will shift to your employees. This means the instructional designer’s role changes from creating to co-creating, curating and coaching.
In order to foster this new mindset, there are a number of advantages of EGL for L&D:
Resistance to change is always grounded in a negative view of the new way of doing things. By replacing this negativity with all these benefits you will be able to shift your stakeholders to an Employee-generated Learning mindset.