Half of employees say they are dissatisfied with learning and development (L&D) at their place of work. It’s not enough to toss out a few programs and some new software. Instead, start by conducting assessments and surveys to find out what is available and what employees want. Consider what L&D might be desirable and beneficial for remote and hybrid workers as well. Then think about these additional efforts:
- Review the data. Use it to set strategies and benchmarks. Successful L&D depends on facts, not feelings. The data will tell you where there are gaps and where you need to boost upskilling and development, as well as opportunities for inclusive learning.
- Forget “generationally appropriate” elarning. Don’t assume that younger workers want want edgier, more high-tech L&D. The truth is that employees of all ages want learning that is personalized, relevant, and interactive. Offer a range of coaching and development opportunities to enable employees to uncover their own learning style.
- Don’t count on flashy technology. Technology is great, but it needs a human element and content that engages and motivates people.
- Abandon shelfware content. This may be cheap, but it’s ineffective. It lacks personalization, and the only thing it’s likely to attract is dust.
