Times are a-changing, and the modern workplace is evolving by the minute.

Today, we’re seeing such an imminent shift in how L&D programs are being designed and implemented. This is why powering one’s corporate learning strategy is more crucial than ever. Only the most agile and most innovative can survive and thrive in this rapidly-changing landscape. But a lot of learning leaders are still getting corporate training wrong — and it’s affecting the workforce greatly, from higher-ups all the way to the bottom line.

For you to avoid all the learning and development mishaps, be sure to take note of these three key points and apply them to your organization’s learning strategy:


1. Think skills, not scores 

High scores aren’t everything. Although essential to measure, these numbers shouldn’t be the main indicator of a training program’s success because skills are way more valuable. In fact, they’re the new currency of the labor market.

Today’s fast-moving business landscape calls for organizations and their people to adapt to changing circumstances rapidly, and to always be learning — which means preparing your workforce with the skills they need to stay ahead of the competition. Those skills are also what will enable your employees to develop their mastery and take on more challenging roles. Now, that’s something high scores alone can’t do.

As skills emerge, evolve, and expire, L&D plays a critical role in boosting employee preparedness.  In planning your L&D program, assess and identify the skills gaps in your organization, and develop a training strategy around those. The primary objective of workplace learning should be to hone the skills your employees need and building the right KPIs. Say, for example, the KPI might be a customer retention measure, aimed at reducing customer losses by effectively dealing with complaints.


2. Step outside the 9-5 routine

Adults, being freedom-loving individuals, want to be given the option of learning at their own time and pace, but this may not be the case during their work hours. They want the content to be delivered to them at their highest point of need, not when they’re in the middle of something at work.

Learning shouldn’t ever stop nor should it be limited to the confines of a classroom or time schedule. That’s why employees are all for on-demand learning, allowing them to take charge of their learning anywhere, anytime. And learning leaders can provide this through a number of ways: mobile learning, a library of relevant content, and making bite-sized modules, to name a few. When you let employees decide when they can sit down and learn, what content to consume and the means they can consume it from, it increases engagement, fosters independence and ensures the quality of resources.


3. Develop specific training paths for every employee

Here’s the reality: employees don’t want heaps of information stuffed down their throats, they want to digest information that’s relevant to their jobs, all while being directly applicable to work. And it’s up to HR managers to create L&D programs that are meaningful and time-efficient.

Learners are “consumers”. So, the utmost priority in creating training materials is for it to be contextualized based on their needs. Better yet, training managers can develop customized training paths for their employees on top of having curated content. This will make their learning experience more personal and engaging. More tips on how to do this?

  • Identify skills gaps and preferences. Conduct a thorough analysis of what skills and knowledge employees need to attain. This will help you provide them with the right learning resources and methods.
  • Evaluate learner progress. Using available reports, track how much your employees are improving, and determine what areas they need to work more on.
  • Keep innovating. Capture your workforce’s attention and interest by constantly improving your L&D initiatives based on their feedback and tweak your strategy to increase ROI.


The time to power your learning is now

Although it seems like too great a challenge, powering up your L&D is definitely something any company can achieve with the right goals set in place and KPIs to measure along the way. Plus, now that you know what three key rules to follow, the more guided you’ll be as you innovate your corporate training.
Learn how we can help you power up your company’s learning!

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