The Learning Network

And despite all the recent changes, there are likely more to come in L&D, an area that’s crucial for employee performance and motivation. In today’s volatile business environment and amid “the great resignation,” employees value companies that help them improve and learn new skills, and do so in a flexible way. Anytime, anywhere professional-development opportunities can foster employee loyalty that later translates to business growth. 

Related: Why Continuous Learning Is Critical for Entrepreneurs and Their Teams

So how can you optimize your L&D strategy to attract and retain valuable employees, and engage and sharpen your workforce? While there is no one-size-fits-all answer to this question, there are a few best practices to keep in mind.

1. Embrace the virtual learning environment

First of all, consider the realities of remote work, an environment that’s likely here to stay in some form. Packing employees into an auditorium for “death by PowerPoint” sessions often simply isn’t viable now (and honestly, was it ever that effective?). Take the opportunity to map training formats to your employees’ work environments, schedules and preferences — reducing stress and tedium, and maximizing participation, engagement and retention.

Employees who can perform their jobs remotely will look for employers that allow them to, even if partially, in hybrid-workplace settings. Those employees still need to be onboarded and develop new skills, so digital tools that enable online, asynchronous (at the learner’s convenience) learning are critical to capturing and transferring knowledge. On-demand training can also be combined with synchronous learning methods (e.g., in-person or live, online), such as when introducing new competencies and then performing live role-playing that puts skills into action.

2. Personalize training experiences

How do you learn best? Poring over a document? Watching a video? Performing the task yourself? When it comes to learning, it’s important to consider the individual. No two employees are the same: They have different strengths, abilities, goals, learning preferences, needs, etc. Learning technologies make it possible to personalize learning experiences and “journeys” in various ways, from content form and delivery to knowledge assessments and more. Adult learners are sophisticated learners, so you must address their specific needs if you want to align their individual goals with your organizational ones.

Related: The 4 Key Learning Styles and How You Can Use Them to Learn, Teach and Grow Your Business

3. Do rock the boat

Today, L&D departments (not to mention businesses as a whole) face the need to juggle constant change. The pandemic accelerated many business processes, demanding agility and resilience, and your L&D strategy needs to reflect that. 

So take an agile approach to adapt quickly to any new requirements — keep what’s working, improve what’s lacking and remove what’s not efficient. You can adapt your training strategies by periodically assessing knowledge gaps, monitoring training participation and results on an ongoing basis, and soliciting employee feedback (on content, delivery mechanisms, assessment formats and more). In addition, many learning technologies also provide adaptive learning features, enabling employees to access learning content that is specifically tailored to their needs and progress at a pace that reflects their competencies, skills and performance.

4. Don’t guess — assess

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Source : https://www.timesunion.com/business/article/5-Ways-to-Improve-Corporate-Learning-Initiatives-16672187.php

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Source:TechCrunch

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