Ringorang Leads a Paradigm Shift

In the final installment of our online series – All About Ringorang – Chief Vision Officer Robert Feeney talked about how Ringorang is set up to transform training and employee engagement.

Disengagement is the Norm

Gallup, a global analytics and advice firm, has been tracking training and employee engagement in the United States since 2000. In the last two decades, the highest percentage of “engaged” workers was recorded in May 2020 – at just 38%. That means that more than 60% of workers in the U.S. are disengaged.

What’s to blame? Disempowerment. The corporate world is set up to reward the fittest, the smartest, the most motivated. It doesn’t consider that this system is disempowering the entire workforce – even the engaged ones. A “survival of the fittest” mentality burns out high performers and demotivates everyone.

What happens as a result? People quit, and the cycle restarts. When happiness, quality of life and the satisfaction that comes from doing a job well isn’t supported by the system, it’s disempowering.

All training and employee engagement processes (not to mention other systems) are built around this norm.  

A surviving employee is not productive. A surviving employee is not profitable. A surviving employee is not well. Empowered employees are.

Robert Feeney, Ringorang Chief Vision Officer, for Authority Magazine

Shifting the Paradigm to Support Employees

Learning as a compliance exercise is insulting – to instructors, to trainers and to the learners themselves. Luckily, we do not have to settle for the status quo anymore.

Advancements in learning sciences and technology, especially with app and mobile technology, offer us the opportunity to shift the paradigm from “survival of the fittest” to empowering everyone in the workplace in the flow of their workday. Ringorang allows employers and their learners to experience this shift firsthand.  

Our software-as-a-service solution employs an entirely different formula with a model that supports learning as performance, instead of learning as compliance, by first identifying business goals and reverse-engineering those into human habits. We ask questions like, “How are you – as an employer – going to give learners the support they need to accomplish the goal?” Using the A.S.K. Methodology, Ringorang ensures both the instructor’s and learner’s needs are met.

Don’t Settle for the Status Quo

Feeney encouraged attendees on the webinar to be intolerant of the ineffective, school-house model of learning in the corporate world. It’s time to move on, he said. We have the tech and methodology that’s been proven to do it.

Read the first and second installments.

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