As lockdown hit the finance world, it saw itself without the ability of using in person training. This meant the demand from senior managers for learning to be produced quickly increased. Most of the eLearning created during the initial few months of lockdown was presumed to only be needed in the short term or until things went back to normal. But as we are facing the prospect of a good amount of the workforce to remain out of the office for up to another year and possibly for ever, we have to start thinking about how to adapt learning to our new reality. So let’s look at the 3 steps learning teams should take now to prepare their learning for 2021 and the future.
- Spend some time to truly understand the needs of your learners. A lot of companies saw access to off the shelf platforms as a quick fix. While that may be useful for some, it relies on the learner’s innate desire to develop and learn. Additionally, the content provided is not tailored to the learner’s needs. While I would see this more as a perk and a means to improve mental well-being, I don’t think it has helped employees acquire more skills relevant to their job. As that spike in demand decreases, I would suggest taking some time to chat to your learners, and to work on producing learning solutions that will be useful for the long term and that could also serve new joiners. On a similar note, you should map down the skills needed for each team and to start producing learning which would allow quick re-skilling or upskilling of employees. My point is, do the groundwork and make sure you spend your limited time in creating less but effective learning content that will have an impact on your learners and thus the business.
- Another effect of lockdown and quick demand for learning meant that the quality of the learning provided to your learners dropped. With management wanting to cover the areas affected by the switch to working from home, a good amount of content needed to be published ASAP. Coupled with the fact that many L&D teams saw a decrease in team numbers, it boils down to rushed development and very likely lower engagement levels. Not only that but some of this training was seen as only necessary for the short term, for the duration of the lockdown. Given the fact that a good amount of people may not have to return to work for the long term, this is learning that you will use again and again. So, now is a good time to rework those courses which you had rushed to get out to make them more engaging and appealing to your learners.
- The one other thing I suggest putting a lot of effort into is creating a seamless onboarding experience, I am talking about grads and interns specifically as these groups will be relevant for two reasons. Firstly, they are the largest cohorts that banks onboard at one time, and secondly, most of the training in the grad and internship program is done in person. In the future, we could see employees joining from different cities and even different countries, so providing the same experience for everyone is more crucial than ever. But just creating an effective learning experience won’t do, you also need to think about how you’re going to transmit your company culture through your digital learning. Another thing that you will need to keep in mind is creating a culture of collaboration between the new hires and existing employees – this is where Docebo steps in.
Hope the above steps have give n you some food for thought. Would be very curios to hear what steps your organisation has taken to prepare learning for 2021 and the future.