The Tribune

When we speak of workplace literacy, we are referring to the mix of skills employees need to complete everyday tasks at work. Employees need these skills to communicate with customers, understand health and safety information, keep accurate records, follow production schedules and many other vital tasks and assignments.

We often take for granted the large percentage of employees who are not able to function with even basic literacy skills. There are certain clues that signal reading and writing deficiencies, such as:

Writing Clues

• Take reports home to complete

• Get co-workers to fill out forms

• Have trouble filling out a time sheet

• Have trouble with grammar and spelling

• Have trouble expressing themselves in writing

• Written messages are difficult to understand

Reading Clues

• Do not follow written instructions correctly

• Have not read the safety manual

• Get hurt even though there are signs indicating danger

• Mix chemicals together that should not be mixed

• Say they forgot their glasses and get others to read for them

Other Clues

• Have expressed an interest in employee development in the past

• But do not participate in meetings

• Are worried about the implementation of computers in their specific jobs

• Are nervous about being trained on new equipment

• Have been employed in the same position for the past 20 years and not given any indication that they would like to advance.

Progressive companies are proactive in trying to address these learning deficiencies among their staff.

Here are a few suggestions we make to bring all team members along:

1. Conduct a skills audit with all staff to determine exactly where team members are in relation to financial literacy, numeracy, general literacy, computer proficiency and any other crucial skills needed in the workforce.

2. Develop a budget for educational programmes that will help staff get the training they need

3. Assign a talent development co-ordinator to fill the skills deficiency gap

4. Customise programmes that will specifically allow employees to benefit from the training and learning opportunities

5. Have all leaders model reading and engaged learning practices

• NB: Ian R Ferguson is a talent management and organisational development consultant, having completed graduate studies with regional and international universities. He has served organsations, both locally and globally, providing relevant solutions to their business growth and development issues. He may be contacted at iferguson@bahamas.com