Your organization has its own unique culture, language and voice – whether you realize it or not. Your learning and development program also has a voice. So, what does your learning and development voice say about your organization or even more so, your training?
What’s tone got to do with it? Engagement and retention, to start with. If people don’t like the tone someone is using with them, they won’t pay attention or do what is asked of them. Like every form of communication, how we speak to employees in courses is just as important as what we say to them.
The voice that comes through in your training program matters a lot – just as much as the content that you’re putting in front of your team. Like Joanne Astorga’s quote above “If people don’t like the tone someone is using with them, they won’t pay attention or do what is asked of them.” This is key!
If you want your learning and development program to be effective, you have to think about your learning and development voice. The question can’t just be:
“What do I want to communicate?” or “How should I communicate this?”
It must be:
“What do I want to communicate? How should I communicate this? And how can I best say this?”
One of these questions isn’t better than another. They are all integral into communicating your content and keeping your team engaged.