L&D Review: How to Use Data to Design Better Programs for Future

March 4, 2022


Unlocking the secrets and sharing all aspects of Learning and Development plans and strategies. Furthermore, sharing insights on what worked well and what didn’t, these findings will help you better plan your own L&D strategies for 2022 and future.

As the pandemic’s impacts linger and no one knows when employees will be able to return to work fully, L&D teams continue to figure out how to help their firms succeed in unpredictable circumstances. 

Indeed, the L&D team has been largely responsible for driving in the quick, wide-scale digitalization and mobilization of processes — upskilling and training employees to execute their duties, regardless of how the present “workplace” is characterized. L&D has become more data-driven, operations-focused, and strategic-minded in recent years, and this trend will continue in the present and beyond.

An L&D Review  

It is frequently stated that Learning & Development connects an employee’s goals with those of an organization. But, as the global workforce evolves, does this belief still hold water? 

Skills are the key to the future of work. The necessity for digital skills, as well as flexibility and learning agility, has been underscored by current circumstances. You’ll need a good grasp of where L&D is now and where it’s going in the future to create effective training programs. 

Successful trends of L&D 

  • The transition from remote worker training to hybrid workplace training is underway 

The majority of L&D teams successfully deployed blended learning programs to pivot from solely remote-centric training to seamlessly teaching hybrid workforces. Managing and training a hybrid workforce has a learning curve. However, with the right strategies, you can roll out effective training and provide a high-quality learning experience to all of your employees. 

  • The emphasis on initiating and promoting learning culture change 

L&D teams are effectively helping workers adopt a growth mindset and embrace new learning habits to improve corporate learning culture by engaging off-premises (working from home) employees and delivering them continuous learning opportunities, according to an across-the-board L&D evaluation. 

  • Creating a diverse workplace 

Building varied teams, engaging employees, and making everyone feel involved in crucial decisions, events, and activities is difficult in a hybrid workplace because not all employees work in the same area and on the same schedule. 

  • L&D’s strategic importance is expanding 

L&D has grown from a primarily training-centric job to one that now provides strategic value to the business in the last year. Learning and development techniques that are connected with larger corporate goals help keep people engaged, motivated, and performing at greater levels, resulting in increased productivity. 

L&D pitfalls to avoid

  • Increasing number of training efforts causing employee burnout 

The quick transition from remote to hybrid learning necessitated the introduction of new training programs. Employees who were already stressed felt the weight of this extra layer of learning. 

  • Inability to incorporate the requirements of learners into training programs 

L&D teams first struggled to properly appreciate employee training needs in the changing workplace as hybrid workplaces grew. As a result, many training initiatives failed to match learner requirements with training packages. 

  • Failure to use flexible learning methods 

Workers required suitable training to help them adjust to their new work environments. Learning and Development teams were sluggish to respond to this shift since they were not agile and iterative in their approach. 

  • Scarcity of experimentation and invention. 

Numerous in-house training teams neglected to resort to external partners—to utilize their creative skills—and experiment with new learning methodologies and technology. This had a significant influence on how they dealt with the issues of engaging, developing, and inspiring their hybrid personnel. 

What Are the Most Important Takeaways? 

The requirement for flexible learning methodologies will continue to be important. 

L&D’s function will continue to expand. 

  • While strong learning and learner experiences will continue to be important, anticipate L&D’s function to expand beyond those pillars. 
  • Learning and development must refocus their efforts on proving greater links between learning and performance. The importance of aligning L&D goals with company goals is a crucial lesson taught. 
  • Leading the change of the learning culture. Learning teams have realized that they need to spearhead organization-wide reforms in learning culture as part of their regular L&D evaluation. 

Understanding and incorporating learner requirements will be crucial. 

  • The necessity for upskilling/reskilling to be transformed: We all discovered that our workforces in the last few years were defined by quick pivoting, retooling, and re-invention. Businesses must upskill and reskill their workforces in order to continue in this trend for coming years. 
  • Including learning in the process: Employees in the new hybrid workplace learn best, according to L&D experiences in the last few years. Providing performance support technologies that allow workers to access just-in-time learning is the way of the future. 

What Are the Most Important Focus Areas? 

  • The transformation of learning and development from a cost center to a value producer 

It’s critical to figure out how to change L&D’s perception within the company from a cost center to a function that drives performance and adds value. To do so, L&D must first connect training programs with the organization’s goals and objectives. 

  • It will be vital for L&D to be able to monitor and show the impact of training. 

L&D will be scrutinized by business executives for precise and quantifiable contributions. To do so, you’ll need to refocus L&D on delivering training metrics that align with the company’s Key Performance Indicators. 

  • Transformation of the learning culture 

The new workplace paradigm necessitates a concentrated effort to alter corporate learning culture. Rather than relying just on mandatory or planned training, L&D must now focus on cultivating a culture of continual learning. 

  • A better learner and a better learning environment 

Because learners today anticipate more from their L&D departments, it’s critical to focus on improving learning and learner experiences. This includes more engaging and fulfilling experiences from participation in specific training sessions as well as better interactions with their learning surroundings.  

Parting Thoughts 

It is clear that for L&D professionals, planning for the future—is a critical topic. Meeting the needs of the future is a difficult task, especially in our rapidly changing world. Whether you are looking to develop an organizational learning culture, or create programs that drive toward future business success, meeting the needs of the future is a difficult task. The good news is that by beginning to plan for the future sooner rather than later, we are learning what works and what our new brand looks like. It’s time for learning and development professionals who are adaptable, agile, and quick to learn, among other qualities that allow them to respond to changing business needs and challenges that didn’t exist just a few years ago. 

About Techademy

The accelerated pace at which businesses are rushing toward digitization has primarily established that digital skills are an enabler. It has also established the ever-changing nature of digital skills, and created a need for continuous digital upskilling and reskilling to protect the workforce from becoming obsolete.

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