Train Your Workforce To Become Future-Proof
With a global pandemic behind us, if there’s one thing we’ve learned from 2020, it’s that planning and innovation can turn big disruptions into even bigger opportunities. Every leader wants to equip their firm with the tools and knowledge they need to adapt to an uncertain global work culture. But how?
The answer is to chart a training impact roadmap that will guide every key decision you make at the helm of your organization in 2021. But you should ensure that your change initiative evolves to align with your desired business goals. The learning solutions industry is among the few which actually gained momentum in 2020. So, it may not surprise you to know that over 57% of L&D professionals proposed an increase in their budget this year.
And though unforeseen disruptions may make it difficult to predict your growth, a well-planned online learning initiative can soften the blow of change for your organization in 2021 by empowering your workforce to roll with the punches.
6 Key Factors To Consider While Planning Your Training Strategy
Here’s what you should keep in mind as you conduct your SWOT analysis for L&D this year:
1. Opt For Content Modernization
Thanks to remote working, however perfect your legacy training content may have been, it is no longer in sync with your desired business outcomes. That’s why 2021 is your last chance to make the leap toward the new avenues of digital learning from outdated training materials. It’s time to rethink the roles of not just your employees, but your entire L&D strategy. 2020 proved to be a catalyst for the already-urgent need for digital transformation. It’s time to convert your existing training programs into scalable digital eLearning content, thus avoiding the costs of a complete overhaul.
2. Develop Video-Based Microlearning Nuggets
A recent study found that the average worker is able to dedicate just 1% of his average workweek to training. The solution is to develop quick bursts of bite-sized learning for your time-starved workers. This shorter format also accounts for any net connection limitations your remote employees may be facing. Video-based learning material has a sleek, modern vibe that engages the learner and keeps them interested for longer. It also empowers your younger employees with the convenience and freedom of self-paced, rapid learning solutions.
3. Invest In A Cloud-Based LMS
If 2021 is gonna be all about embracing the new remote workforce structure, then the need of the hour is a brand-aligned learner-centric platform that is more than just a digital repository for your courses. You can cut down on major costs by simplifying your curriculum-deploying strategy with a customizable LMS that includes a sub-platform for the assessment and certification of your employees. This is also an ideal fit for the purposes of compliance training.
4. Listen To Your LMS Metrics
It’s important to keep an eye on the business impact of your training efforts. You won’t know where you are in your learning initiative if you can’t tell exactly how far you’ve come so far. So, set measurable learning goals and performance milestones for your employees’ training journey through analysis of LMS metric data, like key training stats and performance reports. Invest in a modern LMS that digs deeper than typical metrics, like course completion rates. This invaluable data should help you course-correct your training.
5. Streamline Your Onboarding Process
Never lose sight of the simple fact that L&D is ultimately all about employee enablement. After identifying the skill deficits, you can reduce the cost needed to train and upskill pools of qualified workers by identifying competencies [1] and relying on modern learning solutions. Training new (and old) workers remotely is key to a smooth onboarding cycle that doesn’t waste precious time in miscommunication. You can increase staff retention and ROI by investing in the career growth and soft-skill development of your workers.
6. Go All In On Mobile-Optimized Learning
Every time your employees take a break from work, chances are they’re on their phones. This has remained true even for remote workers. So you need to infuse your employees’ revised workflow with gamified, fun mobile-optimized training that is layered with deepening levels of interactivity. The versatility offered by multidevice learning could prove to be the difference between learning and boredom. This essential feature should be at the core of your digital learning solutions.
Conlusion
When all’s said and done, successful learning solutions are the ones that are based on close teamwork across verticals. So, regular feedback and areas for improvement are two items that should be permanently on your agenda for meetings with your key L&D stakeholders. If you stay true to your training impact roadmap and embrace the change by adopting modern learning experiences, you’ll be able to ride the wave of 2021.
References:
[1] Ways to Implement a Competency-Based Training Program
