According to the new CNBC Workplace Happiness Index survey, workplace happiness is particularly high in the real estate industry right now. However, nearly a quarter of employees said “more training or learning opportunities” would improve their job satisfaction.

As new technology emerges in the real estate industry, workplace training will become a key talent retainment tool. 

The rise of automation and its impact on perceived job security

CNBC’s survey indicated that more than a quarter of workers are worried about how artificial intelligence and new technology will impact their job security; however, more employees are hopeful rather than fearful about new technology. 

Automation and new technology are on the rise across all industries. In fact, by the end of 2019, robotic process automation software spending will total more than $1.3 billion and will grow to $2.9 billion by 2021.  

As we’ve previously discussed, automation is streamlining the time-intensive, repetitive tasks inherent in real estate transactions and opening up opportunities for employees to develop hard and soft skills. Employees are beginning to realize that these skills are more critical as their time is directed away from monotonous tasks and toward more interpersonal and problem-solving skills. 

Workplace training is lower than decades before

Despite the desire for workplace training among employees, employers have largely abandoned the practice over the past few decades. According to Peter Capelli, director of The Wharton School’s Center for Human Resources, employers don’t train employees like they did in decades prior.

According to Capelli’s research, workers in 1979 received on average 2.5 weeks of training per year. By 1995, several surveys found that average training dipped to 11 hours per year, and that most training was dedicated to workplace safety instead of skill development. In 2011, Accenture found that only a fifth of employees reported receiving on-the-job training from their employers in the past five years. 

Interest in workplace learning and reskilling is growing

According to a recent survey which looked to understand employee sentiment around artificial intelligence and other technology advancements, workers are very interested in receiving technology-related training. 80% of those surveyed said “they are willing to learn new skills to take advantage of AI in their current job.” 

Notably, the survey also found that those who have invested in training on their own time are more likely to say that technology advancements are having a positive impact on their work life. This indicates that empowering employees with go-at-your-own pace learning may inspire more positivity around technology training. 

CNBC’s study found similar results. When survey respondents were asked “Aside from higher salary, what is the one change that would most improve your job satisfaction?” The highest rated answer was “More training or learning opportunities.” This answer ranked above “more paid time off,” “a more flexible schedule” and “a shorter commute.” 

What makes for good workplace training? 

Employers must focus on providing best-in-class workplace training materials and tools in order to meet employee demand. We sat down with Grace Scott who works on Qualia’s Customer Success Operations team to develop high-touch online training materials for Qualia customers. Most recently, she helped relaunch Qualia University, an online, flexible learning environment for Qualia users to onboard onto Qualia’s platform and learn new skills. 

She explained how she approaches training materials to meet the demands of today’s modern, workplace learner and provided three key features of a successful online learning platform. 

1. Flexible, self-paced training

Today’s learner expects go-at-your-own-pace training he or she can access anytime and any place. As mentioned earlier, those who can access training materials on their own time are more likely to feel optimistic about technology changes. 

“Our learning platform offers self-paced, modular courses so learners can take courses applicable to their role in any order and at any time,” Grace said. “Our platform is also built on a web-based portal, so learners can access training anywhere. That means they could take the training courses at their desk during work hours or on the bus during their commute into work. You can even log in to Qualia University on your phone.”

2. Bite-sized training content

Today’s learner wants highly-accessible information at their fingertips to problem-solve for specific scenarios and troubleshoot in real-time. Bite-sized, single-topic modules help learners search for and find the information they need quickly. 

“On our previous training program, videos were longer and covered multiple topics in one module. A user would need to scrub through a video to find the information they were seeking,” Grace said. “When we relaunched Qualia University, we made the modules more digestible by parsing out specific topics and creating shorter videos. You can also watch the videos at 2x speed.” 

3. Incentives and interactivity

Research indicates that 70% of business transformation efforts fail because employee engagement is lacking. Interactive educational platforms help employers make learning fun. By combining education with game-like elements, users are instantly rewarded through real-time feedback and achievement recognition. 

“After completing coursework, learners earn  Qualia University certifications that they can display on their personal LinkedIn profiles to show off their personal achievements,” Grace said. “Additionally, we offer interactive quizzes and assessments that deliver real-time feedback on training material proficiency.”

Interested in learning more about Qualia University? Click below to schedule a demo of our online, flexible, self-paced training program.

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