National Learning at Work Week: Explore What RedEye do to Support Employee Development
This week is National Learning at Work Week. The aim of the week is to promote a culture of learning at work. Earlier this year RedEye started its own Love to Learn Programme, to celebrate Learning at Work Week Emma Fallon, Learning & Development Manager at RedEye, shares her thoughts on the programme and explains why she launched this important programme.
Tell us a bit more about your role at RedEye?
Essentially my role is to make sure that everyone at RedEye has the skills and knowledge required to perform to the best of their ability. This is to both, support them in their current role to contributing to RedEye’s strategy, and to prepare them for future roles aligned to their career development plan. We have lots of learning initiatives in place at RedEye to support individuals learning and development including an ILM (Institute of Leadership & Management) accredited management development and aspiring managers programme, an internal mentoring scheme, Lynda.com licenses, funding for external qualifications and monthly Love to Learn emails, to name just a few!
What is the Love to Learn Programme? Why did you decide to start the Love to Learn Programme?
The Love to Learn programme launched at the start of 2018 to boost individual’s confidence and help them gain new skills that can be put into practice in their role. The aim is to make personal development a new habit in everyone’s work schedule by introducing people to the wealth of information out there. The monthly emails typically consist of three to four resources which include TED talks, blogs, articles, self-assessments or Lynda.com videos. The variety helps to keep the content engaging and meet different learning styles.
How do you decide what is added into the programme?
We started off with topics which would provide people with essential skills required regardless of their job role, such as time management and presentation skills. We have also invited suggestions from employees as to what they would like to see next. These included dealing with difficult conversations and assertiveness. Getting input from our employees is key to making sure the content we share is relevant for them and engaging.
What impact has the Love to Learn programme had on employees at RedEye? What are the benefits of the Love to Learn programme and how have they impacted RedEye as a whole?
Employees have been applying techniques they have learnt, helping them to improve their effectiveness, supporting their personal development. Techniques include implementing the time management priority matrix. For example, this has helped people to focus on what’s important, prioritising the right tasks and allowing people to feel more in control of their workload. We’ve also learnt that personal learning is hot on the agenda with people realising that you can learn new skills in a short space of time. The introduction of the Love to Learn programme has led to many teams discussing their learnings from the monthly emails in their team meetings, sharing ideas and discussing how these can be implemented in their day-to-day roles.
