The COVID-19 aftermath calls for changing how learning programs are utilized in the workplace. Industry leaders and experts observed that the 70-20-10 Learning Model, also known as the 3Es Model, focused more on Learning & Development. While the framework helped organizations reach their L&D goals, studies show that there are other factors to consider such as "Environment" (learning in a safe space) and "Existence" or "Self" (learning by leading yourself) - both of which are intrinsic motivators that drive performance.
The 5Es Model of Learning
Given that mental wellness and leading oneself are essential to an employee’s performance, transitional learning (Environment and Existence) is now embedded in immediate learning (Experience, Education, Exposure) which is based on the research of Deloitte. The 3Es in the 70-20-10 Learning Model is attainable if you reinforce the concept of personhood - the ability to lead with significance and embrace individuality.
Thus, addressing Environment and Existence first as cut-across components is necessary to accomplish one's Individual Development Plan (IDP) against KPIs. Managers can now build their teams by prioritizing these basic needs.
1. Experience - learning by doing (70%)
2. Exposure - learning from and with others (20%)
3. Education - learning through structured coursework (10%)
4. Environment - learning in a safe space*
5. Existence - learning by leading yourself*
Environment and Existence are foundational to learning. Environment helps employees perform their job successfully by providing the tools and systems that can support them. This learning component can vary from project management, automation tools, and even social support systems (e.g., informational, emotional, instrumental, etc.), and many more. On the other hand, Existence covers self-awareness and the desire to lead. Employees have to look out for biases/preconceived notions, perceptions, and weaknesses. They must learn to reframe their mindset to be fully immersed in a flow - a positive state of tranquility and productivity. This kind of energy will enable self-efficacy and collective achievement.
Here are the best practices of the 5Es Model of learning recommended for you to thrive as an organization.
Lead career conversations from a curious perspective.
Brainstorming sessions, an example of career conversations, can be maximized to guide employees' quarterly goals. They discuss plans with their line managers, keeping in mind that nothing can be set in stone. It is an activity meant for knowledge-sharing, hopefully achieving a more concrete goal in the next steps. Performance appraisals are designed to elicit authentic and transparent feedback from the direct report. A neutral mindset encourages the member to share freely, knowing that there is no judgment or criticism for speaking up. The direct reports are receptive, and both parties reach a win-win solution for their Individual Development Plan (IDP).
Strategic planning is also facilitated with inclusion as one of its objectives. Providing recommendations on process improvements led to other towers adopting best practices and even new projects on which the team can share their expertise. Relationships among colleagues are strengthened, facilitating better coaching and mentoring on the supervisor's end and enriching time for the direct report. The experience, in turn, becomes fulfilling and worthwhile.
AMA (Ask Me Anything) sessions with the Leadership Team promoted a safe space - an avenue where the organization members can ask questions aside from work. Employees can witness vulnerability and transparency, which motivates them to strive to be 1% better every day. Initiatives like taking self-directed learning on preferred courses, training, and webinars to build their skillset and expertise were proven to boost actual performance.
Set personal boundaries to allow self-reflection and focus on tasks.
Freedom Fridays are intentionally practiced among teams to allow self-care activities (mindfulness, journaling, self-reflection, etc.) and catch up on deliverables. Internal and external meetings are discouraged from 7-1 PM. Employees can even share tips on how they plan to spend the first half of the day building healthy habits on work-life integration.
The Wellness Project is another initiative that aims to offer mental wealth services: change management workshops, wellbeing sessions with professional experts, tips on a digital detox, and motivation prompts. The organization acknowledges that client requests are knocking at their door, and some tasks can be taxing.
Check-ins are carried out in team meetings, designed for everyone to share anything under the sun and their “aha” moments aside from meeting KPIs. This action plan allows catharsis to occur, wherein strategies on emotional intelligence feed their minds, and sharing burdens alleviates stress.
Learning sessions such as bite-sized learning or nuggets of wisdom on project management make the team more efficient, leading to a shorter turnaround time for project closing.
Treat your colleagues as humans to build healthy group dynamics.
Departments build healthy relationships among their members by having engagement activities like karaoke or game hangouts as an avenue for relaxing and getting to know each other's interests and hobbies. Music and play have been the universal language of rest for the team. Also, catch-up sessions were found to break communication barriers and solidify friendships within the group. Sharing of testimonies and life experiences allowed them to identify the kind of support needed.
Some organizations established interest-based groups among the members. Employees can choose clubs in terms of leisure. Everyone is encouraged to share artwork, covers, pet care tips, and many more - knowing that being in a community with the same passion fuels creativity and fosters balance in work.
Due to trust among colleagues, more vital collaboration improves productivity rate. Employees take ownership of their development. As a result, self-leadership or leading yourself (Existence) is reinforced (a core skill in itself) as something to be always cultivated. They know that staying motivated and accountable for their actions will drive results. Most significantly, they know that leading themselves will inspire others to lead and create more opportunities for them. Members believe that fulfillment comes in creating impact, and making a difference will help propel the organization forward.
The repercussions of the pandemic taught us to be flexible to sudden changes in the market landscape. Thus, a disruption in the system comes with ever-increasing demands. The 3Es model is obsolete, and it is time to rethink learning initiatives to adapt to work's remote setup and agile nature.
Learning programs should take into consideration the well-being and willingness of an employee. Harvard Business Review shared that creating psychological safety and establishing self-awareness in the workplace can future-proof an organization when it faces times of uncertainty, and it can also make it on par with other industries pursuing innovation.
Employee experience is crucial because it dictates consumption and stewardship. Measures of a company's success are reflected in your employees. After all, the business will grow when it is aligned with the career drivers of its people, the most valuable asset.
TalentView is a leader in employer branding strategy, design and technology. With teams across the ASEAN region, TalentView’s professional solutions help to create memorable experiences across the talent lifecycle to attract, engage and retain talent. Working directly with business leaders in Fortune 1000 companies, TalentView is well-positioned to provide talent insights and is an accredited partner of key global players including Workplace from Facebook, Talegent, Indeed, Hootsuite, Digimind and PhoenixATS.
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ANJ VERA
Founder and CEO
With nearly two decades of experience in HR transformation, Anj has worked with the world’s leading employer brands to optimize the talent experience. She is also the author of the book ‘Rethink Recruitment,’ and is the highest-rated Udemy instructor in the field of employer branding. Her insights on culture, branding and the talent landscape have been featured in Inc. Magazine, ANC News, Business Insider, Recruitment Asia and major publications across the region. She graduated with distinction from the Level 1 Leader program of Employer Branding College, Australia and also holds an MBA degree from De La Salle University- Manila.
Anj's mission in life is to drive meaningful change and cultivate strategic leadership through organizations. And with TalentView, her energy is geared towards elevating the employee experience and shaping the future of work. Beyond the physical and virtual office, Anj enjoys diving, travel photography and a good cup of coffee.
STRATEGIC | MAXIMIZER | COMMAND | ACTIVATOR | IDEATION
LAWRENCE VILLANUEVA
Managing Director, Talent Culture and Communications
Lawrence is a recipient of Level A and B assessment certifications from the British Psychological Society. Using comprehensive and real-time data, Lawrence provides HR leaders with tools and technologies to address high-level people decisions making them more agile at responding to both the needs of the business and its employees. His experience working with various industries for human capital technology has allowed him to collaborate with a network of leaders in the region to strengthen their culture and build connected communities.
He holds a degree in Human Resources Management and Psychology from Southville International School. In his spare time, Lawrence enjoys traveling to any place where good coffee is served and the sun meets the sea.
FOCUS | RELATOR | RESPONSIBILITY | SELF-ASSURANCE | DELIBERATIVE
KATE DOSPUEBLOS
Lead, Talent Attraction
Kate kicked off her professional career in talent acquisition and recruitment marketing. With her keen interest in arts and a passion for project management, Kate now handles key employer branding and talent attraction initiatives for TalentView’s key customers like Pru Life UK, Rebisco, and Ernst & Young Philippines. She provides guidance and direction to in-house content producers, graphic designers, and video editors to provide a targeted stream of multimedia content that helps HR leaders meet their talent attraction and engagement goals.
She graduated with a Bachelor's degree in Psychology from Ateneo de Manila University and is currently taking her advanced studies in Counseling specializing in Organizational Psychology at the same institution. Outside the workplace, Kate loves wandering to uncommon destinations and experience culture and art firsthand.
MAXIMIZER | EMPATHY | CONNECTEDNESS | INDIVIDUALIZATION | RESPONSIBILITY
HERECIL CABANIT
Lead, Finance and Corporate Services
A Certified Public Accountant (CPA), Cil’s prowess in finance and accounting defines her dedication to TalentView as the Corporate Services Head. She earned her Bachelor’s Degrees in Management Accounting from the University of San Carlos, and Accountancy from the Cebu Institute of Technology – University (CIT – U). With over ten years of experience from different industries in her field, Cil supervises every aspect of the company’s financial affairs.
From internal budgeting activities to external transactions, Cil’s mastery in the discipline of finance allows her to provide the best solutions and maintain TalentView’s security with a sense of personal excellence and commitment to learning and leading. Outside the office, Cil volunteers for groups that support Filipino children’s education.
ACTIVATOR | CONTEXT | ACHIEVER | LEARNER | RESPONSIBILITY
Coca-Cola BIG
Employer Branding Playbook
Coke BIG aimed to unify its employer branding across all 15 markets. Targeting the top young talents and professionals, they wanted to reinforce why Coca-Cola is the ultimate employer of choice.
This joint effort with TalentView resulted in a future-proof framework. To conceptualize and execute different communication strategies, Coke BIG followed a design philosophy and used this to achieve a unified look for their employer brand identity.
Coke BIG’s Employer Brand Playbook is probably one of the most cohesive primers TalentView has ever produced.
JG Summit
Employer Branding Playbook
JG Summit needed a guide to strategize content that reflected their unique employee value propositions. The main objective was to unify and create a cohesive framework for their employer brand.
A series of audits followed to determine different factors that shaped their brand identity and pillars. By highlighting key messages and stories and delivering integrated campaigns, JG Summit enhanced their brand perception, established its employee value propositions, and drove consistent talent attraction efforts.
This comprehensive playbook was the essential tool and go-to reference for anything and everything employer branding for JG Summit, from content creation to design guidelines.
AIA
Employer Branding Playbook
AIA needed to establish its employer branding separately, mostly from its consumer brand. With the relaunch of their new Employee Value Propositions fresh from audit, this anchored a revitalized content strategy. Aimed to produce campaigns that would resonate with their employees to encourage and increase engagement and, in turn, attract the right talents.
AIA’s holistic approach to its employer brand helped build its strategy and gave rise to various initiatives.
First Gen's
Social Media Executions
First Gen’s main goal was to attract talents for recruitment and increase brand awareness on social media. TalentView’s team of creatives executed the content strategy following the values and attributes based on the audit.
The combined effort with TalentView led to the new company mission statement, “We commit to forging collaborative pathways for a decarbonized and regenerative future.” as the backbone of the employer brand and communications strategies.
These campaigns delivered clear messages consistent with the employer branding objectives—further solidifying their online presence, employer brand identity, and showcasing their company mission. Proudly, First Gen qualified as a finalist in the coveted “Best Employer Brand on LinkedIn.”
Rebisco
Social Media Executions
Rebisco had a straightforward approach to its social media strategy. Anchored on its Employee Value Propositions, Rebisco followed its objectives that reflected its brand persona and messages that resonated with target talents.
Celebrating 60 years, it aimed to increase the talent pool, raise awareness about its Employee Value Propositions, reduce cost and increase efficiency in reach, following, and engagement on social media.
Crafting vibrant and dynamic campaigns, Rebisco's themed posts perfectly aligned with their employer branding. This distinction led to being recognized as the most appealing employer for students in 2021.
Allianz PNB
Social Media Executions
Allianz supports its employer branding through its social media presence as the hero brand archetype. With this in mind, they produced content aligned with their consumer branding and other marketing initiatives.
Focusing on the future, Allianz reminds its target audience that they are Behind You For What’s Ahead. These campaign efforts concentrated on brand awareness, engagement, and lead generation for their recruitment. Strategic social media posts dedicated to the design and content strategy allowed them to acquire a higher following and engagement.
Monde Nissin
Care With Action
Campaign
This campaign had one primary objective: to encourage employees and their families to vaccinate. The campaign gave rise to a series of content about vaccine awareness supplemented by employee testimonials. It was released internally on Workplace and distributed as print as well.
TalentView supported this campaign through video and graphics creation and content and content strategy. The positive outcome of the movement continues even post-lockdown.
AIA
Live Your Purpose
Campaign
After relaunching their new Employee Value Propositions, AIA wanted to tell a story: Live Your Purpose. This campaign became the company’s core employer brand statement, also anchoring the employer brand pillars from it.
Live Your Purpose has become the main call-to-action for different contents, and it was well-received that it yielded more than a year’s worth of various initiatives across the organization, not just with its employer brand.
COKE BIG
Coke on Campus
Campaign
Coke BIG’s main goal was to showcase why it is the ultimate employer of choice and to attract young talents poised to be tomorrow's leaders. To realize this, they partnered with TalentView to produce a global event inviting young potential candidates to experience what it is like to work for Coca-Cola.
From creating assets, layout, training, and event management to production shoots, TalentView supported Coke BIG’s vision to life. A resounding success with over 11,000 participants across 20+ countries, this second run of Coke On Campus was a definite win for employer branding, a collaboration with TalentView to achieve the desired results.
JUSTINE RICAFORT
Marketing Lead
Justine currently serves as the Marketing Lead at TalentView, handling the marketing and strategy for all TalentView solutions and towers, and marketing operations. She has over five years of experience in digital marketing, starting as a Social Media Manager and being promoted to leadership positions, where she now has two years of expertise in marketing leadership. She graduated from De La Salle University-Manila with a degree in International Relations and was marked by distinction as a Dean's Lister and a recipient of the Tan Yan Kee Foundation Scholarship. She was also one of the representatives of De La Salle University in Japan for the Harvard Projects on Asian and International Relations
She currently lives in Manila alongside her mom, brother, and their dog. She is a talkative introvert, she loves horror and psychological thrillers, and she’s been fascinated with true crime since the age of 13. She also loves fitness and exploring different kinds such as dancing, cycling, and even freediving. If she were not a marketer, she would be a forensics psychologist. Her ultimate dream is to have a business related to fitness in the future.
ACTIVATOR | ADAPTABILITY | CONSISTENCY | LEARNER | MAXIMIZER
RAM REYES
Lead, Talent Research and Insights
As the lead of Talent Research and Insights, RAM's ultimate purpose is to provide her clients across Philippines, Malaysia and Vietnam with actionable insights, accurate information and inspiration that will drive their employer branding strategies. With over 8 years of experience, she has cultivated her passion and expertise in nurturing client relationships and refining successful initiatives, focusing on culture, communication, employee engagement, and systematic approaches. Furthermore, her career encompasses diverse fields including Human Resources, Digital Marketing, Graphic Design, and End-to-End Event Management.
Academically, RAM hold a Business Administration degree, majoring in Human Resource Development Management, complemented by an Academic Excellence Award from Saint Pedro Poveda College.
Beyond work, RAM's interests are as diverse as her professional endeavors. She's a pun enthusiast and a strong advocate for self-love. She constantly explore various literaries, music genres and groups, and exercises to keep things fresh. These activities fuel her curiosity and add balance to her life, fostering personal growth and a well-rounded perspective.
ACTIVATOR | ADAPTABILITY | MAXIMIZER | IDEATION | STRATEGIC
MICA PALATTAO
Lead, Talent Capability & Measurement
Mica is passionate about building high-performing teams through leadership development and capability management. She currently leads the Organizational Capability team of TalentView, supporting Fortune organizations in their people initiatives. From early career talents up to executives, Mica helps organizations build and strengthen their leadership pipeline. She has worked with multinational companies from the ASEAN region such as Sanofi, Schindler, Republic Cement, and Heineken.
Mica is a currently taking up a Master’s Degree in Business Administration (MBA) in De La Salle University. She earned Certification in Talent Management from Ateneo De Manila University and graduated with a Bachelor’s Degree in Psychology from Polytechnic University of the Philippines. She is also a registered psychometrician with the Psychological Association of the Philippines. Outside the busy streets of corporate, you can find Mica enjoying her hunt for good food and music.
IDEATION | STRATEGIC | ACTIVATOR | FUTURISTIC | ACHIEVER
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