Michael Gullan chats to ENCA about the cost of the Great Resignation to business in South Africa as at more than 40 000 people resigned in a year. They also discuss the reasons and solutions to the challenge facing business owners and HR teams. Watch now.

Ongoing learning and development (L&D) are cornerstones of all successful organisations and contribute to keeping employees happy, fulfilled, and productive. As more organisations are looking to eLearning to meet their L&D goals, they’re also looking for methods to keep their employees engaged and committed to meeting their learning objectives.

Despite efforts by many HR and Learning and Development (L&D) managers to address the widening skills gap, a recent study shows that only half of employees consider the training provided by their employers to be useful. Adult learning specialists suggest this is because there is also a gap in learning opportunities available to employees.

The success of an organisation rests on the quality of its leadership. Leaders––whether within teams, departments, or c-suite––set the tone, culture, and ultimately the success of your organisation. Jocko Willink and Leif Babin, in their book Extreme Ownership, explain that there are no bad teams, just bad leaders. “Leadership is the single greatest factor in any team’s performance. Whether a team succeeds or fails is all up to the leader. The leader drives performance—or doesn’t.”

In order to get the best return on investment for their learning initiatives, businesses need to take the same approach they would to any other element of their operations. This, says GGADVC CEO Michael Gullan, means starting with a clearly-defined strategy and objectives.  

First off, says Gullan, companies need to understand their business needs, and match the learning journeys employees take to those needs.