Manager's Role - LinkedIn Learning
All managers are responsible for the growth and development of their team members. In order for employees to reach their full potential, managers must promote learning and skill development that align with employee goals and career paths. LinkedIn Learning is a tool that you can leverage to increase employee engagement, performance, and accountability. Being an active agent in employee development demonstrates that you value your team members and are invested in their success, which is key to employee satisfaction and retention.
Below are resources to help you navigate LinkedIn Learning and best practices that you can implement during the employee development lifecycle. If you have questions about using LinkedIn Learning or would like further guidance on how to effectively support the development of your team members, please contact asktod@njit.edu.
Assign and Curate LinkedIn Learning Content
Make learning a priority from Day One
- Watch Onboarding New Hires as a Manager to prepare for onboarding your new employee.
- Introduce online learning through the onboarding experience and help employees make early habits of learning on demand.
- Welcome new employees and invite them to activate their LinkedIn Learning account, they will receive an email from LinkedIn on their first day.
- Recommend courses for employees based on their job description and goals.
Put people at the center of performance reviews
- Establish the mindset that effective performance management focuses on ongoing employee development and not on an annual documentation process.
- Empower employees to identify development opportunities that:
- Develop skills that support goal achievement
- Build on existing strengths and address opportunities for improvement in their day-to-day roles
- Support the growth necessary to achieve their longer-term career aspirations
- Challenge your employees to apply what they learn and intentionally assign them work that enables them to practice new skills; recommending LinkedIn Learning content is a great start to employee development but most adults learn best through experience and repetition.
Be a Learning Leader
- Cultivate a learning environment, provide time and space for employee learning and reinforce the benefits of ongoing professional development.
- Show interest in your employee’s career development,proactively ask about what they are learning and how they plan on applying the learning.
- Set the example: take the Coaching and Developing Employees course and apply what you learn to become a better coach and leader.