Chapter I: In the era of the Great Resignation, retaining your field employees seems to be a priority

At the time of the Great Resignation in the United States, retaining employees represents a real challenge for companies. Why? Disengaged talent is more likely to quit. And in a context of talent shortage and recruitment difficulties, a high turnover rate can seriously affect the organization and performance of your business.

According to theMicrosoft Great Expectations 2022 study, 43% of employees feel they are likely to leave their company, which is two additional points compared to the 2021 study.

What is the situation in France? Well only 6% of French employees would be committed to their work (Gallup study, 2022). This is illustrated by a historically high number of resignations. Between the end of 2021 and the beginning of 2022, France experienced 520,000 resignations per quarter, including 470,000 resignations from CDI according to DARES figures (Is France experiencing a Great Resignation?, 2022).

In 2021, the number of contractual breaches increased by 6.1% compared to 2020 and by 2.3% compared to 2019. Therefore, 454,000 individual breaches of contract have been registered in the private sector (DATES, 2022). This increase affects most sectors and concerns all age groups.

Losing your talents therefore represents a risk of a significant skills shortage that can impact your performance and competitiveness..

In addition, the lack of commitment can lead to an increase in the turnover rate within your company. This is why talent retention is becoming the number 1 priority for organizations.

Chapter II: The impact of these resignations on your business

Keeping employees engaged is essential to avoid an increasing turnover rate. But do you know why? Resignations affect businesses in a number of ways and the consequences can be disastrous.

To begin with, when an employee decides to resign, the company must find a solution as soon as possible to distribute their workload within the team. To remain efficient and guarantee the sustainability of its activity, the organization must allow the completion of the planned missions.

In addition, an unexpected departure involves a significant financial cost for the company. In fact, The cost of a failed recruitment oscillates between 30,000 and 15,000 euros (Welcome to The Jungle). The company must take care of the administrative costs associated with the departure of the employee, then mobilize the teams to launch a new process of recruiting, integrating and finally training the newcomer.

Your employees, for their part, do not remain indifferent to the resignation of one of their colleagues. The additional workload and the potential bad atmosphere associated with leaving can impact their motivation and productivity.

Even worse, they may also have questions about their future within the company.

Your employer brand can therefore be directly affected, as well as your performance and the productivity of your teams.

Finally, 82% of companies indicate that they have experienced recruitment difficulties for their managers, an additional 13 points compared to the first quarter of 2022 (APEC 2022 barometer). Recruiting easily and quickly after several resignations therefore seems impossible.

To avoid an increase in the turnover rate in your company and the disengagement of your teams, it is essential to retain your employees. In this way, you guarantee your performance and your competitiveness in an ultra-competitive market.

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Chapter III: Is training a lever for retaining your field employees?

Training, the secret to retaining your employees?

In fact, skills development has become a priority for employees. By being properly trained, they develop both their employability and their career development prospects.

According to the study LinkedIn 2019 Workplace Learning Report”, 94% of employees say they would stay with a company longer if it invested in their learning and development.

Training is all the more important in their eyes, knowing that 85% of jobs in 2030 do not yet exist (Dell study, 2018). In a context of social, technological and environmental changes, it therefore represents a key tool for adapting to changes in the professional world.

Employees are aware of this and expect their company to give them the means to develop their skills. Because by creating expertise within your teams, you allow them to differentiate themselves in an ultra-competitive market.

In addition, by training, your employees become more efficient and productive. You therefore give them concrete means to achieve their goals. This contributes to developing their self-confidence, their satisfaction and their ability to plan for the long term.

Then, by having access to new responsibilities, they acquire autonomy and take responsibility. The training thus allows you to involve them directly in your organization's projects.

Finally, this virtuous circle makes it possible to improve your employer brand, which contributes to the loyalty of your teams.

Offering employees the opportunity to train properly is an effective way to meet their expectations. Training is therefore an effective loyalty tool in the fight against turnover and the shortage of talent.

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Chapter IV: What are the effective training solutions to retain your employees?

LMS

The “Learning Management System”, called LMS, are digital platforms that allow you to manage and distribute training content to your learners.

Broadcast your corporate culture through attractive content

LMS allow you to centralize all training content within a single platform. You can update your content yourself to adapt it to your news. For their part, your employees find all the information they need in a few clicks. They can therefore be trained while being fully immersed in your culture and company values.

Analyze the data of each of your employees

LMSs collect all the data relating to the evolution of learners along their paths. You have access to connection times, completion rates, attendance rates or even their feedback. By analyzing this data, you can observe their evolution and progress in real time, in order to best adapt their paths according to their needs.

LCMS

What is the “Learning Content Management System”? These platforms combine the functionalities of LMS with those of CMS, “Content Management System”. Thanks to LCMS, you can more easily manage the creation of your content, its planning and the monitoring of your activities.

Create engaging content

LCMS platforms make it easier for you to create fun and engaging content for your learners. The objective is simple: to keep their attention throughout the journey with information that is updated regularly.

LXP

Customized courses designed to retain your employees

The “Learning Experience Platforms” are training platforms that personalize the user experience of learners as much as possible. Thanks to LXPs, they have access to content created and adapted to their professional environment, their goals, their tastes and their needs. The use of algorithms and Artificial Intelligence automatically offers your employees capsules corresponding to their behavioral preferences on the platform. LXPs therefore develop the interest of your employees and their desire to return to the platform to learn more.

Mobile learning

Flexibility, a driver of loyalty

To retain your employees, they should not equate training with a waste of time or an organizational and technical constraint. Each of your learners must respect the constraints related to their professional environment. It can be difficult for them to devote time to training. A learning path available in mobile learning (computer, tablet or smartphone) allows them to train, whether they are in the field, at their workstation or in transport! Mobile learning therefore offers flexibility to your employees, adapting to their daily constraints and habits.

Empowering to build better loyalty

The flexibility of mobile learning has another advantage: it allows your employees to become actors in their learning journey. How? They are the ones who choose when and from what medium they are formed! During periods of low demand or in the subway, they access content in a few clicks and when it is the right time for them. They therefore have the possibility to organize their time as they wish. This accountability reflects the trust you place in them. This contributes to their motivation and their loyalty.

Microlearning

Train in a few minutes a day

Do you want to retain your employees thanks to your training platform? Opt for the microlearning !

Macrolearning, specific to LMS platforms, can be synonymous with constraint and boredom. For its part, microlearning offers employees short, fun, interactive and engaging content! Indeed, your teams can be trained in just 2 to 5 minutes per day. This learning method makes it possible to avoid information overload, which is completely counterproductive.

Promote more effective memorization

Microlearning combines the benefits of formal and informal learning. It is based on the learning model 70/20/10. Consequence? Your employees benefit from a better anchoring of knowledge in their memory. Thanks to diversified and short formats, such as video and gamification, their interest and loyalty are improving. Finally, being able to put their knowledge into practice directly in the field contributes to the effective anchoring of knowledge in their memory.

Gamification

Integrate the game into your training to spread your corporate culture

La Gamification of the training offers learners a pleasant moment that is different from their usual working environment to develop their skills. Indeed, the principle of gamification is to integrate the fun elements of the game into a field that is not normally associated with it, such as learning. The objective is to keep your learners motivated and engaged.

How? Your talents participate in games, in the form of quizzes for example, and receive rewards when they have completed the activity. The rewards stimulate their interest and their desire to return to the platform to get a better score.

Gamification is therefore an effective way to spread your corporate culture while strengthening team cohesion and the motivation of your employees.

Follow the progress of your employees

In addition, the gamification of training courses allows you to keep an eye on the progress of your employees, in real time. Thanks to their results at the various stages of the process, you are in a position to analyze their progress and identify blocking points or areas for improvement. Points, rewards and level systems therefore become good indicators to know where they are and to improve courses.

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Chapter VI: Really retain your field employees: why not an LMS platform?

We know that the world of today will not be the world of tomorrow. And, while the solutions and platforms mentioned have been able to save the day so far and allow relatively agile companies to use them to increase the retention of their talent, they are already struggling to take effect today in the face of a significant wave of resignations.

So what will happen tomorrow? How will they be able to keep their employees, retain them and develop their skills?

As it is, they won't be able to. Today, existing solutions and platforms do not make it possible to retain an employee, at least not in the long term.

But in concrete terms, what motivates an employee to stay in their company?

The Deloitte study”The Deloitte Global 2022 Gen Z & Millenial Survey” conducted the survey and here is a list of the main reasons why employees chose to join and stay in a company:

• Access to training and development solutions
• A positive work environment that promotes recognition
• The possibility of having a flexible working model
• The possibility of progression within their company
• A good balance between their professional and personal lives

Access to training and development solutions?

With an LMS platform, field employees can train each other, alone, where they want, when they want and on the subjects of their choice. In short, they can be trained according to their needs, but also according to their desires.

On the other hand, training professionals will be able to quickly and easily create new courses to meet the needs of their business and learners and ensure that they can learn and develop continuously!

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A positive work environment that promotes recognition?

With a powerful LMS, no more top-down training where a single person transmits their knowledge to a group of passive learners.

On the contrary, each employee has the opportunity to participate in the development of his company by sharing his knowledge with his peers.

It is finally time to make way for the decentralization of knowledge thanks to The power of learning communities. Initially, exchanges between learners are facilitated using spaces dedicated to sharing knowledge. But they are also between learners and training managers to ensure accurate understanding and follow-up.

Then, the top-down model is definitely left in the closet since the'User Generated Content' becomes the platform's flagship format so that everyone, both learner and trainer, can share their knowledge with all of their communities.

The knowledge and knowledge of employees are finally recognized, they are valued and considered as experts in their field.

An employee is not necessarily a learner, he can also be a trainer. Thus, we finally recognize that the strength of companies lies within them, in their employees, and that they are in the best position to train new generations in their profession and on their expertise.

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The possibility of having a flexible work model and a good balance between professional and personal life.

In recent years, the way of working has changed. This change has even accelerated with Covid. Employees are no longer just looking for a stable and well-paid job, they have new requirements: flexible work, flexible working hours, a balance between their professional life and their personal life.

Faced with these requirements, businesses are forced to adapt. And so training platforms must follow suit. It is impossible to offer face-to-face training courses lasting several hours, let alone seminars lasting several days.

Training must be accessible, everywhere, all the time, whether an employee is at work, at home or on the go.

And when we say accessible, it does not mean having a responsive version of the company's LMS on a smartphone. Nothing is less engaging. No, when we say accessible, we mean bringing a real engaging, interactive and stimulating user experience to employees regardless of the training medium they use.

Thus, with a powerful LMS platform, employees have access to their entire training offer and to a multitude of types and formats of content via an ergonomic Web Front accessible on their computers or tablets.

But that's not all, some LMS also offer a Mobile First solution, in the form of a mobile application to allow learners to train directly from their platform.

The formats are also varied: short formats, long formats, videos, videos, videos, podcasts, podcasts, flash cards, quizzes, surveys etc. training modules will certainly be varied, rhythmic and informative and will allow you to reach an average completion rate of 90%.

With an LMS, training becomes as flexible as the work of employees and fits perfectly into their daily lives.

The possibility of progression within the company?

The progress of employees within their company is one of the main missions of the LMS platform.

By adapting to the needs and habits of learners through social pedagogies and innovative technologies, the LMS aims to succeed in setting up a real learning culture within companies to promote the development of employees and prepare them for the future.

Initially, the LMS platform offers training content in the form of courses. Courses are major learning themes, they make it possible to bring together several capsules per “batch” in relation to a single subject. Each capsule represents a chapter that allows learners to increase their skills. At the end of the course, learners earn a certain number of points and progress badges.

In addition, trainers have the possibility of creating certification courses. Thus, if a learner has validated a course, he can receive a certificate by email attesting to his skills and knowledge on the subject. This certificate is dated and may also have a validity date.

Another way to mark a learner's progress is through gamification. In fact, for each capsule made, he earns a certain number of points. The more his points increase, the more his place in the rankings will increase.

But that's not all, by collecting points, the learner can also change levels and unlock Avatars. Avatars represent the common thread in learners' learning. The more they learn, the more the avatars evolve, until they reach the last level.

Finally, the LMS platform not only allows trainers to attest to learners' progress through a comprehensive statistical and reporting interface, but it also allows learners to see their progress live from their learner interface.

Indeed, each learner can have access to a profile sheet directly from the user interface in which their personal statistics and progress are listed.

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Chapter VII: How to retain your talents through training with Beedeez

Step 1: I create adapted content to promote learners' skills development

To succeed in retaining and retaining your talents through training, the first step is to create adapted training content that interests them and allows them to develop their skills.

• In the back office, I separate my learners into distinct learning communities in order to distribute them tailor-made content, adapted to their profile.
• Thanks to Beedeez's simple and intuitive authoring tool, I create learning paths made up of several capsules in order to mark the progress of learners and to help them improve their skills on a theme.
• I transform my courses into certification modules by awarding them certificates that validate the skills acquired by the learners.

An example?

L'Occitane, needed to make his courses more accessible so that his learners had quick access to the latest news, he also wanted to take the opportunity to modernize the training with the help of games and attractive content.

To do this, they used Beedeez's authoring tool to create attractive content and were then able to create distinct learning groups and communities to choose who they wanted to share the content with so that each learner only found content that interests them and corresponds to them.

Thanks to Beedeez, L'Occitane achieved a completion rate of its training modules of 96%.

Step 2: I value learners by allowing them to share their knowledge

Recognizing and valuing employees is an important argument in retaining talent. And, it can very well be done through training. For this:

• I set up my training platform to activate Tips and other Social Learning activities.
• I am turning my groups into learning communities.
• I allow Tips to be shared for everyone, or for a certain group of learners, in order to allow them to share their experiences, knowledge and knowledge with their respective communities.
• With Video Tips, News Tips, and Question Tips, learners have a choice of formats they can use to transmit their knowledge.
• Activate reactions and comments in order to allow learners to really participate, give feedback, give their opinion and thus be an actor in their training.
  
  

By allowing learners to share their knowledge, they are recognized and valued as important members of their community.

An example?

Dragonfly blue, a CSP group brand has recently set up a number of communities in which learners exchange and share on a daily basis.

All employees, regardless of their level, have access to “My Beauty Campus”, the white label application of the LMS Beedeez platform, through which they can post their success and their daily experience in the form of Video Tips, news or questions.

The other members can then comment, react, congratulate, ask for more information from their peers.

Thanks to these new communities, the work of employees is highlighted, their successes are shared with everyone, they feel valued and, in the same way, more committed to their company. For Bleu Libellule, this space is a real lever to attract employees to training and retain them.

Step 3: I make it easy to monitor learners' progress

It is difficult to show the impact of a training course on your learners if it is not followed closely.

• As an administrator, I can consult the successes and failures of my learners in detail thanks to a very precise statistical and reporting interface.
• I can easily select which statistics I want to retrieve (by learners, by groups, by courses etc.), mix them using advanced export and export them in .excel or .pdf format.
• From the back office configuration page, I activate the “user profile” page so that learners can also monitor their progress live. On this page they will find the time they spent training, the badges obtained but also all the content and interactions they have made.

An example?

Extia, computer engineering consulting company, had the challenges of offering comprehensive and engaging onboarding to newcomers. They therefore needed to be able to measure the progress made by the learners in order to establish the increase in skills achieved.

To do this, they used the Beedeez statistics interface through which they could easily attest to the successes of each of the learners.

The various Beedeez statistics will not only make it possible to track the completion rate of training modules, but also to be able to closely monitor the progress of each learner through a statistics page entirely dedicated to users. On this page, they can analyze the number of points obtained, the time spent training, the number of capsules followed, the number of successful capsules but also the detailed statistics per capsule and the certificates obtained by each one.

Finally, they can also have access to a lot of information from the “My Progress” page directly from the application or the web front for really live monitoring!

Step 4: I allow a flexible training model that adapts to learners' needs

The requirements for flexible work are becoming more and more present, and if businesses have to adapt, that means that so do training platforms.

• I make sure that the training is flexible and accessible on different media and on different formats. Smartphone, computers or tablets, learners can learn about the tool they prefer.
• I offer many types of different formats, long ones from the shortest, podcasts, videos, texts to read or even interactive formats so that everyone can learn via the modality of their choice.
• I choose the size of the online cache so that learners can follow the courses on smartphones in the best possible conditions, even if they do not have a network.

An example?

Before opting for Beedeez, Promod mainly trained its employees through face-to-face training. These were therefore rare and collaborators in the field had a lot of trouble retrieving up-to-date information on the products they sold.

Promod therefore called on Beedeez in order to increase the number of people with access to training to enable them to be properly trained and to increase their skills.

To make it meet their needs, the Beedeez Social Learning platform has provided them with an ultimate Mobile Learning experience in order to offer them training that is accessible directly from their smartphone. with a specific connection method that includes the SIRH identifiers of employees.

Employees in the field therefore had access to all the training content offered directly on their smartphones, whether they had a network or not.

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