‘Don’t pay lip service to it’: How to implement effective L&D

by John Hilton20 Jan 2016
The winner of the 2015 Employer of Choice Award in NSW was MediaHub Australia, a television playout facility which broadcasts 170 channels across Australia and the Asia Pacific.
The award came off the back achievements such as a reduction in employee absenteeism by nearly one working day per employee.
MediaHub Australia CEO Alan Sweeney said there are certain things business leaders can do involving using their L&D programs to help them achieve higher rates of staff satisfaction.
But the most important thing to do is not pay lip service to L&D, he told L&D Professional.
“If you really want to be an employer that motivates and drives your workforce, with staff who enjoy coming to work and getting involved in everything you are doing, then you have got to totally commit to it,” he said.
Sweeney added that there are a whole lot of streams involved in this.
“This includes the education training facility which you provide to your staff. But it also involves the time that you provide to allow them to access that and the support you give to them,” he said.
For MediaHub Australia, this is particularly significant when employees are not necessarily performing so well.
“Instead of neglecting them, you have got to say: ‘Well, where’s the difficulty coming from and what can we do about that?’”
Additionally, if you want to motivate your staff to really perform for you it’s got to be across the board and you have to listen to what they say, he said.
“And when the business gains benefits out of that you have got to make sure that they are recognised for that,” Sweeney added.
In particular, MediaHub Australia have a strong focus on getting and acting on feedback from staff.
“But we don’t have a suggestion box,” said Sweeney.
“We seek to create a culture internally where they feel very comfortable about putting their hands up and saying: ‘Hey guys have you ever thought of this?’”
“We do it through the supervisory level, the assistant manager level and the manager level, just to make sure it goes through. And we do it equally to create a very open flat structure not withstanding what your title might be.”