L&D Strategies for 2022: Are you ready?
The year 2020 was about virtual training's progress, while 2021 was about better training and engaging virtual groups. The signs point that training for a hybrid workplace will be a top priority in 2022. In this article, I'll share with you some information that you may utilise to finalise your L&D plans for 2022.
L&D's Role in 2021: What's the Future of L&D?
Organisations with an emphasis on learning faced the issue of quickly offering virtual training to their employees in 2020. However, with the advent of the year 2021, we saw a paradigm change toward remote work, with L&D teams introducing tactics to train and engage remote workers through a blended learning strategy.
As a result of these changes, staff now operate in a hybrid on- and off-site paradigm rather than a 100% remote strategy. Because of this, L&D's responsibilities have grown in importance as well.
How has training changed in content and methods during the past two years?
It's been a two-year shift in L&D's focus from just "training" to one that focuses on creating more dynamic and inclusive teams. The goal now is to provide better employee experiences so that employees feel valued and included. Because of this, it is increasingly imperative for L&D methods to focus on both learner experiences (what components of learning learners enjoy or dislike) and learning experiences (the whole experience of a learning journey).
L&D teams can no longer build strategies that exclusively teach individuals to do specific jobs if they want to meet the needs of the new "work order." Instead, a new hybrid workplace necessitates a systematic reevaluation of L&D's role. Hybrid workplaces must have policies that prioritise inclusion and participation for all employees to achieve this.
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What are the most important considerations when developing a long-term learning and development plan?
Adapting to a more decentralised hybrid workforce model in the coming months will necessitate changes in training systems. The following are essential topics to think about while developing a future Learning and Development strategy:
a. Keeping a connection alive
Employees who are disconnected often feel marginalised. In light of the new "normal" of hybrid work, L&D strategies must consider establishing and maintaining continuous relationships and interactions between learners, trainers, and mentors.
b. Promoting group learning
Using real-time feedback, hybrid employees collaborate with one other and learn from each other. Because of this, they'll anticipate L&D tactics to help facilitate these kinds of group learning opportunities. As a result, peer learning and other forms of social learning will be given more attention.
c. Increasing learners' self-confidence
As a result of the emerging hybrid workplace, corporate learning initiatives will have to provide employees more control over their learning. As a result, L&D plans must take advantage of flexible, self-paced training.
d. Recognising and addressing the needs of learners
There is a new set of learning demands in a hybrid work environment for the learners. To effectively prepare a new generation of learners, we need a new approach to learning and development, one that requires L&D teams to recognise and address these needs.
e. Creating an environment that encourages life-long learning and growth
Learning and applying new knowledge is a constant challenge in the workplace. Even in a hybrid work environment, busy employees don't want to log into the corporate learning management system every time they have a chance to study. Self-directed learning technologies, such as PSTs (Performance Support Tools), can help employees create a path toward continual improvement.
f. Adding Learning in The Flow of Work (LIFOW) resources to the mix
Employees learn best when actively engaged in their jobs and experiencing a real-world need. In your Learning and Development plan, provide resources to help employees learn while doing their jobs. Including ways for learning that can be accessed on-demand and by anybody, including mobile and remote workers. Selective and searchable information will allow users to find what they're looking for quickly and easily—innovating and experimenting in learning and development.
If they want to keep up with the latest trends in L&D in the year 2022, training departments will have to try new things. The hybrid work model is undergoing rapid change, necessitating the development of new learning models to keep pace. You may want to consider this LMS in our Learning Digitalisation Department.
In the new work paradigm for a Learning and Development plan, one aspect is working with external partners and outsourcing important L&D activities that in-house resources might not sufficiently handle.
In 2022, where should L&D planners concentrate their efforts in terms of strategic priorities?
There are a few things to keep in mind when you begin preparing your Learning and Development strategy for 2022. First, there are various ways to show how important your team is to the company's goal of creating inclusive hybrid workspaces that operate at peak efficiency.
a. Assisting learners to achieve their learning objectives
L&D practitioners should emphasise the distinction between "learning" and "learner" experiences in your L&D goals for the year 2022. Learning experiences cover all interactions between learners and their learning environments, whereas learners' experiences include everything they encountered during their learning activities. Therefore, the leaders should highlight these events throughout a learner's journey. You may want to look into our Talent Development Academy.
b. Adopting more flexible methods of learning
Flexible, agile learning strategies are still the most important for 2022, with frequent iterations of training design and development essential.
Transformation of upskilling and reskilling for the hybrid workplace.
We need a new set of skills to adapt to the hybrid work environment paradigm. Focus on providing employees with the talents they'll need in the future, rather than honing on those they already have.
c. Changing the way people think about learning
A strategy for learning and development in 2022 must include a shift in the organisation's learning culture. Creating learning environments that encourage lifelong learning is an integral part of this effort.
d. L&D leaders must continue to demonstrate the value of training
—both in terms of economic effect and its ability to produce a more inclusive, engaged, and high-performance hybrid workforce—although many business leaders accept the value that L&D offers to the organisation. You may refer to our Leadership Programmes.
By integrating measures, L&D leaders can plan L&D's transformation from a cost centre to a performance driver and value generator.
L&D is viewed as a cost centre by the "traditionalist" business leader. You must consider the business impact of your training when you develop your hybrid L&D strategy for 2022. It is critical to remember that L&D is a function that provides value and drives performance and must not be overlooked.
Be confident that your training measures align with your organisation's Key Performance Indicators to accomplish this (KPIs). Emphasise high-value indicators, such as revenue generation, performance upgrades, increased compliance with mandates, and enhanced performance measures.
Lastly, some words of wisdom.
Hybrid workforces have become a significant emphasis in 2021, with a new paradigm change in working patterns. By 2022, Learning and Development plans will be defined by this trend and a stronger focus on inclusion, participation, engagement, and performance. I believe the information in this post will help you plan and design L&D strategies for 2022 by emphasising critical priority areas.
