This is the perfect moment to prioritize personal development.

Many of us have spent weeks confined at home, fundamentally altering our work dynamics—if there’s any work to be done at all. So, what can you do with your free time? Binge another Netflix series? Sure, but why not take this chance to cultivate a better version of yourself? At GoodHabitpath, we track user engagement through monthly reports on user numbers, total study hours, and activated accounts. Our analyst surprised us with the latest findings, describing them as “spectacular growth.” In Belgium, Germany, and the UK, the number of lessons completed by students has doubled. In France, that figure has tripled, while in the Netherlands, it has quadrupled. Surprisingly, in Spain—one of the countries hardest hit by the crisis—students have completed six times more lessons than before. It’s a harsh irony to witness such impressive progress in a nation facing significant challenges.

Navigating Uncertainty: The Case for Personal Development During COVID-19

Uncertainty continues to loom over many organizations as COVID-19 has significantly impacted their employees. Entire industries have come to a halt, companies are teetering on the brink of bankruptcy, and job security is a growing concern for many. This situation prompts a frequently asked question to our coaches: “Is this really the right moment to highlight the importance of personal development to our workforce?” Even with a positive and encouraging approach, employees under significant stress may not appreciate the suggestion. While not every individual will find the motivation to enroll in a course, the numbers tell a different story: a remarkable surge in people seeking to learn with GoodHabitz has been observed, especially during these trying times.

Here are five tips to help you prioritize personal growth during this time

HR professionals are not tasked with reinventing the wheel. Peers in other organizations are encountering similar challenges and may have already identified various solutions. This is where our coaches come into play. With 21 coaches operating across six countries, they connect with organizations (virtually, for the time being) and collaborate with HR departments to determine the most effective approaches for each company. Their experience equips them with insights into what strategies succeed and which ones fall short. Below, you’ll find the best practices our coaches have gathered for your benefit.

1. Staying engaged and transparent is essential for remaining top-of-mind with your employees.

A notable trend among organizations experiencing significant increases in user engagement and study time is their commitment to effective communication. By maintaining clear lines of dialogue with employees and articulating the reasons behind encouraging participation in training courses, these organizations foster a culture of learning. For instance, at Techsharks, Promise manager Erik van Hoff explained their strategy: “I often send emails to my team saying, ‘Hi everyone, how was your week? If you’re struggling with time management, consider this course…’ It’s worth noting that not everyone jumps into the suggested course immediately; about 15% of recipients click the link, but not all complete it. Nevertheless, lesson visits see a substantial uptick after these emails. So, mission accomplished, right?”

2. Urge employees to take an assessment before diving into their training.

A diverse selection of courses awaits in our library, with new titles added monthly. However, navigating this extensive range can feel overwhelming for employees, particularly when they’re drawn to multiple options. To simplify the process, we developed the GoodHabitPath earlier this year. This straightforward self-assessment tool identifies your learning style, highlights your strengths, pinpoints areas for development, and suggests training courses tailored specifically for you. Curious? Completing the test takes just about 12 minutes and involves answering 73 statements and questions. The GoodHabitPath generates personalized study recommendations, outlining your talents and providing a curated top-10 list of suitable courses.

3. Engage managers, board members, and ambassadors to influence and motivate employees effectively.

One of the seven Principles of Influence introduced by Robert Cialdini is Authority, which highlights our tendency to heed the advice of those in positions of power. This principle holds true within organizations; when a CEO or manager offers guidance, employees are more inclined to follow it compared to advice given by a colleague. Erik van Hoff from Techsharks emphasizes the importance of leading by example: “Next week, we’ll distribute a video featuring Techsharks managers engaged in GoodHabitpath courses. Why? We believe in the power of role models! When a manager advocates for GoodHabitpath, their team is more likely to engage as well. The same principle applies to enthusiastic learners: if a coworker has dedicated 14 hours to courses, that’s fantastic! It’s time to spotlight that passionate individual through an interview. Ambassadors like them deserve recognition and can serve as a source of inspiration.”

4. Simplify Course Selection: Provide Targeted Recommendations for Staff

GoodHabitPath offers a wide range of training courses across various categories, so your employees could benefit from some direction. It's no surprise that your sales team might be drawn to courses like How to Survive in Sales, Happy Customers Make Repeat Customers, and Customer Focus. Conducting some research and selecting relevant courses for your employees will motivate them to begin.

5. Make Learning Enjoyable and Uplifting—Avoid Being Overbearing.

The organization recognizes the challenges their employees are currently facing. “The transition to online learning posed a significant hurdle for us, especially since many of our practical workers may be less familiar with digital platforms, which could lead to stress. Our goal is to maintain connection with our team, even while they work from home. During these difficult times, we want to reassure them that they are valued and on our minds.” This sentiment is echoed by a trade union that recently partnered with an online training provider. “Our members have responded positively to this initiative. Some have been actively seeking training opportunities due to being out of work, so this has come as a pleasant surprise. As a trade union, we often focus on negative issues like wage claims, so it’s refreshing to offer something beneficial as well. Ultimately, our mission is to support our members, and this training option aligns perfectly with our services.

Need more details?

Would you like more details? If you're interested in speaking with someone from GoodHabitPath, feel free to reach out! For those who haven't joined yet and want to get started quickly, contact us today, and we’ll ensure your employees have access to the courses within 24 hours.

*Note: We'll be updating this article with more best practices from other organizations, so check back regularly.

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