The biggest, high-level reason that employee training is important is because it makes sure that employees have the tools needed to do their jobs.
You wouldn't hire a software engineer without providing them with detailed training on your specific systems and precise ways of working, for example.
You aren't just trying to make sure they can perform - you need to make sure they're up to the job in the exact way that you need them to be.
IF that were the only benefit of this type of training, it would be enough.
But as you begin to dig deeper, you see that it's just one small part of a much larger story.
According to one recent study, a massive 8 out of 10 people say that comprehensive training and ongoing learning improves their sense of connection to their organization.
They feel more purpose on a daily basis.
They want to wake up in the morning and do the best job they can - as they begin to feel their abilities improve, they take more pride in what they're doing and continue to push themselves further.
With that enhanced level of employee engagement there typically becomes a 17% increase in productivity, and a 21% increase in profitability as well.
76% of employees say that they're more likely to stay at a company that offers this type of training, mind you - helping to relieve one of the biggest pain points that a lot of organizational leaders are facing.
In a world where it costs between six and nine months of an employee's salary to replace them when they leave, it stands to reason that you would want to address the "retention" issue in any way that you can.
All told, an enormous 92% of employees say that training programs that are well-planned have this type of favorable impact on their level of engagement... but "well-planned" is certainly the operative word, there.
If employee training is poorly structured or confusing, it can create big problems - both right away and down the line.
In the short-term, employees might feel frustrated or overwhelmed, leading to mistakes and a lack of confidence in their work.
This can take something that was supposed to help productivity and dramatically hurt it, even causing tension among team members.
Over the long-term, if the training doesn't set employees up with a solid understanding of their role, it can contribute to those aforementioned high turnover rates as people feel ill-equipped or undervalued in their positions.
This can also make it harder for the entire business to adapt to new challenges, slowing down growth and innovation.
It can even lead to reputational damage if you're not careful, making it difficult to attract top talent and maintain a competitive edge.
Enter: LX Studio's Learning Environment Model.
Designed from the ground up to be a way to transform chaotic training programs into well-organized, effective learning experiences, it's a new approach to an old concept that brings with it a wide array of different benefits, all of which are worth a closer look.
As the term implies, the Learning Environment Model is a comprehensive approach to instructional design that focuses on creating structured learning experiences that align with the specific needs of learners.
So it isn’t necessarily about teaching people in a broad sense based on the industry they’ll be working in.
It even has less to do with what their job description might imply should be the approach.
Rather, it’s about making sure that people have the tactical knowledge they need to thrive on a day-to-day basis.
Not only does this help keep things more naturally structured and focused, but it ultimately proves to be far more valuable to both an organization and its learners as well.
At the heart of LEM are the Design Canvas Suite and the Design Language.
The Design Canvas Suite includes a variety of tools and templates that guide instructional designers through each phase of training development, from concept to execution.
The Design Language consists of a set of common symbols, terms, and frameworks used across the canvas tools to create uniformity and clarity in the design process.
Together, these two seemingly simple but critical elements allow teams to visualize and organize their training strategies more effectively.
Think about it like this: by simply applying the LEM framework, something that may seem inherently vague - like “learner success” - becomes much more tangible.
You know exactly what “success” means because you have clear, actionable objectives to gauge against, and you are still flexible enough to acknowledge that “success” will mean a lot of different things to a lot of different people.
This all allows teams to map out their training strategies in a way that is logical, visual, and adaptable to real-world needs.
The Design Canvas Suite offers a range of tools to support every stage of the instructional design process.
These tools provide a visual and interactive way to map out learning objectives, content delivery, assessments, and learner engagement.
With the Design Canvas Suite, teams can quickly brainstorm, collaborate, and refine ideas, making the process more efficient.
The suite embraces creative thinking while keeping everyone on the same page and aligned with the project's goals.
One example of a tool found within the Design Canvas Suite is the focus board - an opportunity to plan and align learning experiences in a way that, for many organizations, simply was not possible up until now.
It breaks things down into a series of simple questions, like "what will the learner be able to DO?" at the end of the training experience, "why does it matter?", and "how will the learner demonstrate this ability?"
Even if the ongoing training and education is starting from a place that is relatively broad, these tools almost demand that you drill down into something far more specific.
With specificity comes an action plan that is also practical and realistic to accomplish, too.
The Learning Environment Modeling Language itself is simply a design language that helps turn ideas into reality.
At the core of that are five fundamental building blocks that help make it easy to create the meaningful learning environments that your business needs and that your learners crave.
The first of those is information - meaning the type of content or knowledge that you're trying to share.
Next comes dialogue, which encompasses the interactions that engage learners and let them process and apply that information.
Feedback is critical, as it allows instructors to guide learners towards the improvement you're after.
Practice involves all those opportunities for learners to apply what they've learned in the types of practical, real-world scenarios that they're likely to face on a daily basis.
But perhaps the most important of these building blocks is evidence - meaning the metrics that you're using to show that not only are learners progressing, but that they're also making objective progress at the same time.
Each of these components is represented by a specific symbol in the LEM framework.
Designers use these symbols to map out the flow of a training program, ensuring that each element is present and appropriately sequenced for the best learner experience.
Never let yourself forget that effective learning environments are built on a clear flow where each element supports the next.
The LEM model guides designers in creating a logical sequence that takes learners from basic understanding to mastery, ensuring that each component of the learning process is aligned with the overall goals of the training.
If you want to implement LEM into your own training projects, you'll want to break things down into a series of smaller and more manageable steps.
The first would be to assess the learning needs of your organization or learners.
This is about understanding where the gaps are and what skills or knowledge need to be developed.
It’s crucial to take the time to listen to feedback and gather insights that will inform your approach.
Next, you’ll want to define clear learning objectives that align with your organization's goals.
These objectives will serve as a roadmap for the entire training process, ensuring everything you design is purposeful and contributes to your broader mission.
Once you have a solid grasp of your goals, it's time to map out the full training experience.
Then comes the fun part - designing the flow of information.
Think about how you’ll present content, engage learners through dialogue and feedback, and create opportunities for practice and evidence.
Finally, you will test and iterate - the part of the process that is a lot more important than people sometimes give it credit for.
It’s key to gather feedback from participants and assess how well the program is working.
Use this feedback to refine the training, making adjustments where needed to ensure it’s as effective and engaging as possible.
LX Studio’s Learning Experience Design Program is designed to teach professionals the tools and techniques needed to successfully apply LEM to their own training projects.
By incorporating LEM into their professional toolkit, individuals can become more effective instructional designers, capable of creating engaging, results-driven learning experiences.
Why does this matter?
Because poorly structured or confusing employee training poses significant risks both in the short-term and long-term.
In the immediate aftermath, employees may struggle to perform effectively, resulting in errors, diminished productivity, and frustration.
This not only impacts day-to-day operations, but also harms employee morale and confidence.
Over time, the lack of clear and comprehensive training can lead to higher turnover rates, as employees feel unsupported or ill-prepared for their roles.
Additionally, without a strong training foundation, companies may find it difficult to adapt to changes, stifling innovation and growth.
Ultimately, this can damage a company’s reputation, making it harder to retain talent and compete in an ever-evolving market.
Investing in well-structured, clear training is not just a short-term solution - it’s a key factor in long-term business success.
Thankfully, all this is exactly what LX Studio's Learning Environment Model is designed to help accomplish.
Easy to learn and quickly implemented, LEM was developed at the University of Central Oklahoma (UCO) and has been successfully used in many different types of learning situations and organizations.
Employee training at this level boosts skills, productivity, and job satisfaction, leading to more confident and efficient employees.
It ensures consistent quality, aligns teams with company goals, and reduces turnover.
Training also fosters a growth-driven culture, improving engagement and loyalty.
In the long run, it drives innovation and adaptability, keeping the business competitive and poised for success.
Simply put, effective training creates a stronger, more motivated workforce and fuels long-term growth.
It's a perfect storm in the best possible way - and it's a lot easier to implement than you might think.
If you have any additional questions about learning environment modeling that you'd like to see answered, or if you'd like to discuss your own needs with a team of training organization professionals in a bit more detail, please don't delay - reach out to LX Studio today.