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Manager and Supervisor Resources

In April 2020, Enterprise Talent Development (ETD) launched a pilot program to introduce LinkedIn Learning across participating agencies. Management Analysis and Development (MAD) surveyed the pilot participants, asking how LinkedIn Learning affected professional development, and assessed whether the tool could help the state achieve its training goals. 

In addition to courses offered by ETD, Minnesota’s partnership with LinkedIn Learning means more flexibility when it comes to learning. In the final LinkedIn Learning Pilot Program Evaluation survey from MAD, most LinkedIn Learning users shared that they liked or were satisfied with the platform and found it useful. Over 80% of survey respondents agreed or strongly agreed that LinkedIn Learning is a good way for them to get professional development training. The same percentage of survey respondents said they would recommend the platform to others as a means to get professional development training. 

Using LinkedIn Learning to enhance feedback and IDPs

You play an important role in the development of others. Encourage your team to improve skills, and sharpen your own leadership talents with classes from LinkedIn Learning.

More than three-quarters of supervisor survey respondents agreed or strongly agreed that LinkedIn Learning is a good way for their direct reports to get professional development training. More than 100 supervisors explained how they have already seen positive effects on their employees from LinkedIn Learning, including higher job satisfaction, improved job performance, and increased knowledge.  If nothing else, LinkedIn Learning presented an opportunity for supervisors to discuss their direct reports’ professional development, and many supervisors did so.

When asked what kind of impact LinkedIn Learning has had on their professional development, more than 800 respondents to the final user survey wrote that having LinkedIn Learning positively affected their ability to do their job or gain professional development. Several respondents expressed gratitude for the opportunity to use LinkedIn Learning, with respondents describing how being given a license made them feel valued as a state employee. 

You can use LinkedIn Learning to find tips on giving feedback to your team, and access suggested conversation starters within this toolkit. 

Using LinkedIn Learning to strengthen your team

It's been difficult to prioritize morale-boosters and training in the wake of the pandemic. However, these learning and engagement opportunities are essential to support the talent we have, and help prepare teams for whatever comes next. Whether it’s the next small step in a project, or the next big leap for your team, LinkedIn Learning brings the skills and confidence to go forward. Make learning collaborative by discussing courses together. Help newer members on your team reach the same level as the experts, and let the masters discover something new. 

The current survey suggests that teams as a whole have not benefited at the same rate when compared to individuals, but that should change over time. As this program expands and onboarding improves, we should see those individual benefits radiate throughout teams and agencies. Do your part to improve your team and take pride in the growth to come. Use what we've learned from the survey to find out how to use LinkedIn Learning for coaching

What is your learning bias?

Implementing LinkedIn Learning is part of a grander engagement and inclusion initiative, and a direct response to what state employees are asking for. If you’re feeling hesitant about LinkedIn Learning, you may have a negative learning bias.

In this instance, a negative learning bias means you’re uncomfortable allowing your staff to watch videos and take quizzes during the workday. While that is completely understandable, it’s a very surface-level view of what LinkedIn Learning is. LinkedIn Learning offers informative, thoughtful, and educational content that supports professional growth. Time spent learning, is time spent productively!

If you have a positive learning bias, LinkedIn Learning is your dream come true! Be sure to connect with a LinkedIn Learning Sub-Admin, or the ETD team, for ideas and advice on long-term employee engagement. 

Setting expectations

Time spent learning is time spent productively!

It’s important you and your staff understand the privilege and responsibility of having access to LinkedIn Learning, as licenses are limited. Work with your team to strike the right balance between personal development and pursuing team initiatives.

How often should my team be using LinkedIn Learning?

There is no magic number for how often you or your staff should be using LinkedIn Learning. 

LinkedIn Learning suggests setting a goal of 30 – 60 minutes of learning each week – but every team is unique! Workflow can fluctuate depending on the season, or agency initiatives. It’s normal for time spent on LinkedIn Learning to fluctuate, too. According to the MAD survey, users indicated they would like more time to dedicate to using LinkedIn Learning, and participants in the pilot program intended to use it more going forward.

How often should I be using LinkedIn Learning?

LinkedIn Learning offers courses for professionals at every stage of their career. Try to reach the 30 – 60 minute learning goal for a few weeks, and decide what is best for you and your team. The more comfortable you are with LinkedIn Learning, the better you can guide your team in using it, too. 

Expressing expectations to your team

Some teams may wish to use LinkedIn Learning collaboratively, taking similar courses, and sharing what they’ve learned. Others may use LinkedIn Learning independently, to support their onboarding, or prepare for a promotion. Clearly communicate the following to your team:

  • Appropriate amount of time spent on LinkedIn Learning

  • How often you as manager will be checking in on their progress

  • How often you as manager expect to assign learning

  • How collaborative, or independent, you want learning to be

Managers with a negative learning bias might find it difficult to implement LinkedIn Learning to their team. ETD encourages these types of managers to take a few courses, and explore the data in this toolkit, to introduce LinkedIn Learning to their team more objectively. 

Managers with a positive learning bias should find it easy and enjoyable implementing LinkedIn Learning to their team! ETD reminds these managers to set clear and reasonable expectations. If all your employees’ work has been completed well, there is no reason to limit time on LinkedIn Learning. 

More on the MAD Survey

You can review the survey results to see your peers' views on learning opportunities and culture. 

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