Manager and Supervisor Resources

Career development and LinkedIn Learning are key strategies in a larger employee engagement and inclusion goal at the State of Minnesota. Engaging and retaining talented employees is critical to creating a work culture where everyone feels valued, respected, and motivated.

State employees are more likely to see their future in state government when we show we care about their career development. As a leader, you play an important role in employee career development.

​Setting Expectations

How often should we use LinkedIn Learning?

Try setting a goal to engage in learning for 30-60 minutes once a week. If it helps, block off recurring time in your calendar as “busy” for your designated learning time, and encourage your employees to do the same.

Time spent learning is time spent productively. There’s no magic number for how often you or your employees should use LinkedIn Learning. Every team is unique, and everyone’s schedule fluctuates.

Know Your Learning Bias

Positive and negative learning bias refers to how you approach the idea of learning.

A negative learning bias means you might feel uncomfortable with your employees watching videos and taking quizzes during the workday. While understandable, it’s a very surface-level view of what LinkedIn Learning does. It provides informative, thoughtful, and educational content that supports career development. Try a few courses and explore the features for yourself to get more comfortable. The more comfortable you are with LinkedIn Learning, the better you can guide your team in using it.

A positive learning bias means you might feel excited to create a learning environment where your employees can explore their strengths and areas for improvement.

Your learning bias can have a profound impact on those around you. Allowing time for learning can keep your employees motivated and engaged in their jobs and career development.

Talk to Your Team

Clearly communicate the following to your team:

• The amount of time you want them to spend on LinkedIn Learning. If employee work is being completed in a timely and satisfactory manner, there is no reason to limit time on LinkedIn Learning.
• How often you will discuss their progress.
• If you expect to assign learning, and the frequency your employees can expect.
• How collaborative, or independent, you want learning to be.

Consider using LinkedIn Learning collaboratively with your team. Here are some ideas:

• By taking the same or similar courses, you can share what you’ve learned together. Discuss the course during weekly or monthly team meetings, like a book club.
• If the team is stuck during a project, find courses to complete together, or delegate a course to each team member. Come back to the project with a fresh perspective.
• Dedicate 5-10 minutes of your team meetings for a "New Skill Show and Tell," and let someone from your team share what they've found on LinkedIn Learning.

Why LinkedIn Learning?

Retention and Job Satisfaction

High turnover can be costly, time-consuming, and disruptive. Retaining talented employees reduces costs, including recruitment and training expenses and the loss of institutional knowledge.

Employees are more likely to stay with an organization that supports and invests in their career development. Mastering new skills and reaching career goals can boosts employee confidence and job satisfaction. Encourage your employees to use LinkedIn Learning and take time for their career development to show you’re invested in their future, and you value them as an employee.

Productivity and Effectiveness

Employees become more productive and effective when they have the skills and knowledge to tackle tasks and challenges in their jobs. Also, in our rapidly changing world, employees with relevant and up-to-date skills are better prepared to adapt to new challenges and technologies. LinkedIn Learning equips employees with the skills and knowledge to better contribute to their team now and in the future.

Leaders in the Organization

Cultivating leaders within the State of Minnesota has advantages for both employees and the organization. When employees can see paths for advancement, they’re more invested in their career development and their work. Additionally, employees who are prepared for higher-level roles can step into these positions as they become available. This ensures leadership continuity and stability.

Individual Development Plans (IDPs)

IDPs are a tool to help employees achieve their goals as they progress in their career development journey. LinkedIn Learning can help you and your employees set and achieve career goals. For more information, visit the What Can You Do with LinkedIn Learn page.

​New LinkedIn Learning Features

Watch an overview of the new LinkedIn Learning features

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