Project Title: Communication Skills To Retain Your Best People

With the rise of gig culture and autonomous work, traditional 9-5 businesses have found it increasingly hard to hire and retain hardworking, talented employees.  When hiring managers and management staff decide on a new hire, they have hopes that the new hire will: have a history of similar job duties, learn any skills necessary to fill their specific job, and come to work ready and  willing to work.  In the case where the management team finds a great fit to fill their open position, their are some candidates who go above and beyond and truly enjoy their job.  These are the hardworking and talented employees companies want to keep around.  But employees want to feel valued.  Management teams are not effectively communicating value to the hardworking and talented team members and experiencing higher turnover than ever before.

The first thing I need to identify is the Business Goal and the Learning Audience.  This helps me to immediately begin to detect the performance gap.  Once I truly understand where the learning audience is in relation to the business goal I can begin to create a scenario based learning experience that is filled with real information the learning audience needs to understand or overcome to reach the business goal.  I typically use the ADDIE framework to guide my next steps and develop every project from end to end.

The Performance Gap in this problem is that the management team can find and hire hardworking talent but can't keep them around because of what happens after they are hired.  When management teams find someone who is ready and willing to go above and beyond for their job, unfortunately they take advantage of this person. When a manager sees that an employee is capable of completing their job duties at a proficient or high level, they sometimes overload them with extra task.  A manager might see that an employee is competent, understands their role, and easily picks up on how to perform their duties, and this might cause the manager to not check on this employee as much or administer training.  One of the worse cases of turnover happens when an employee might not be as talented, but has a great attitude, loves the job, and really wants to be their, but unfortunately management teams often overlook these individuals for promotions and bonuses because they do not recognize their value.

Before creating an action map, it is always crucial to consult with a Subject Matter Expert (SME).  A Subject Matter Expert's knowledge and understanding of the topic is important but what's even more important is identifying the practical steps needed to move our learners from where they are to the business goal.  Powerful and pointed questioning helps to keep the SME on track towards practicality instead of explaining too much background and theory.

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Please feel free to email me personally to view the full learning experience: Laneece2029@gmail.com