In the last year
and a half, companies have been striving hard to ensure their businesses can
continue to function in the virtual world. While many were able to weave new
strategies to make remote work successful, some were not.
However, what has
become a business imperative during this time is upskilling and reskilling the workforce
to ensure it can adapt and innovate amidst any kind of disruptions. This has
required L&D teams to device employee development goals and strategies to
strengthen employee skills.
This has called for
a careful re-evaluation of the existing training programs to check if they are relevant
to the current situation. It has also meant ensuring that the programs are revised
a little to make them more scalable as well as deliverable to suit the virtual
So, how can your
company undertake new training strategies for better outcomes and reduced
costs? Let’s take a look at 5 best practices in this area:
1. Inculcate Learning in the Flow of Work
has often been viewed as an activity that is separate from the regular business
operations. In the past, L&D teams have scheduled training sessions for employees
during certain sections of the day, and the latter have gone back to their jobs
once the training was over. Today, the scenario cannot be similar. Learning
cannot be siloed, rather it has to be an integral part of routine work. Reskilling
the workforce programs must be more fluid, offering employees the option of learning
throughout the workday.
The main focus
should be to design training programs that allow employees to learn anywhere,
anytime and the way they want to, encouraging them to look at “training” as
complimentary to their professional development instead of an added task or extra
2. Design Immersive Learning Experiences
are not a passive learner generation which means the training imparted to them
can’t be passive either. They are adroit at finding answers for themselves, and
making the best use of the information that is easily available to them at
their fingertips. They want training that is hands-on which they can fully
immerse themselves in.
They love watching
videos and enjoy visual experiences. But it’s not enough to simply give them
any kind of videos and expect them to invest their time. The videos have to be
relevant, avoiding unnecessary fluff and they should focus on strong imagery
and animation to grab more attention. You can also try virtual reality and AI
to develop more immersive learning experiences and enhance employee performance
3. Leverage Microlearning
are so busy in general, the real challenge is to create training programs that
capture and retain attention of modern learners. Most are used to switching
between platforms when a content piece doesn’t seem interesting.
This is where Microlearning
can help. It is learning delivered in small, bite-sized nuggets that are quick,
focused and can be consumed in minutes rather than hours. This type of training
works for instant information and wavering attention spans. It can also be
consumed on mobile devices, on-the-go, any time, from anywhere – which suits
time starved modern learners the best.
4. Allow for Self-paced Learning
One effective way to
offer training to this generation of learners is by providing them learning
opportunities and letting them explore on their own. Modern learners know where
to look when they wish to know something and this skill can be harnessed while
will thrive when they have the freedom to direct their training and create their
own learning paths. Self-paced learning accommodates the desire for autonomy of
5. Use Gamification
way to engage modern learners is to use strategies like gamification.
Game-based training creates better engagement, understanding and retention. Who
doesn’t enjoy gaming? So why not use games to train employees and enhance their
You can consider creating
online games, quizzes, and contests to educate learners about various aspects
of the organization. One step further could be to consider introducing awards for
employees that score the highest.
training programs that motivate learners to actively upskill and reskill is a
challenge, but meeting it can have great payoffs for the entire workforce. Designing
your training to meet the needs of modern learners won’t just engage them, but will
also help in reskilling the workforce for the future.