5 Ways to Deliver Personalized Workforce Training and Learning at Scale
Industry leaders use personalized learning reskill their employees. How do you deliver it at scale when resources are stretched so thin?
We are working at a time of unprecedented change and volatility. Companies are struggling to engage and keep employees trained to meet shifting demands., On top of that, only 36% of companies believe they are prepared to develop the skills employees need in the future.
At our 2021 Inkling Illuminate Virtual Conference, Michael Rochelle, Chief Strategy Officer, and Principal HCM Analyst at Brandon Hall Group, discussed the importance of personalized learning when it comes to upskilling and reskilling employees in his keynote presentation.
He also shared five high-level strategies that all organizations should be thinking about and executing to deliver the kind of training and learning—at scale—that will enable them to meet current and future market demands.
#1: Align Business Goals and Learning Outcomes
According to recent Brandon Hall Group data, organizations that align business and learner objectives are four times more likely to say their strategy is effective in achieving business outcomes.
By defining metrics during strategy development, Learning and Development (L&D) professionals know what skills are needed to meet business outcomes. Not only that but when learners are involved, the “what’s -in it-for-me” criteria are met. Meaning, alignment truly drives engagement.
#2: Rely on Cognitive Science Principles
By using neurological and cognitive science principles in the development of learning programs, L&D organizations can help learners develop flexible problem-solving skills, which is key for employees to succeed in a volatile, fast-paced environment.
Learners’ brains need to focus on learning experiences with dynamic spatial and temporal structures. Studies have shown when learners are presented with neuro-cognitive-based learning the results are better attention, working memory, and mood.
#3: Recognize and Reward Learning
Creating a culture of learning requires everyone in the organization to participate. Setting up rewards that recognize learner achievements is a great strategy for demonstrating the commitment of the organization.
82% of companies who are ready for the future of work consider recognition for learning critical. Incentives like points, badges, leaderboards, or leveling up when mastery in a skill is achieved hits on intrinsic motivators for learning.
#4: Empower Managers and Supervisors
Managers and supervisors play a critical role in the learning experience. They are closer to the learner’s actual job than L&D. However, 68% of organizations say their managers aren’t good coaches and don’t know what their staff is learning.
To remedy this, organizations need to develop managers to be the best coaches and mentors they can be. Think about it—by exposing managers to the learning their employees take they can better support their employees and are in a better position to navigate the learning journey along desired career paths.
#5: Adopt Agile Learning Development Processes
Gone are the days of the long content development cycles. L&D professionals need to create learning faster, get feedback, and make adjustments in real-time. By being iterative with learning development processes, L&D professionals get smarter, more effective, and more efficient in delivering what learners really need.
Organizations that say they are ready to upskill and reskill their employees for the future of work not only implement these strategies but also have a technology ecosystem in place to develop and deliver personalized learning at scale. This is one of the most critical foundational elements to have in place.
Watch the replay of Michael’s entire Illuminate keynote, Upskilling and Reskilling: How Do We Deliver Personalization at Scale?