5 ways to update your learning strategy for 2020
As we come to the end of another year and we start to look to 2020 (how did that happen?!), businesses should be looking to set their new year resolutions.
Often businesses focus too much on their customers and clients and not enough on their employees and learning and development strategies. This can be make or break for a business. Providing learning opportunities for internal teams helps to increase productivity and engagement levels, as well as encouraging more loyal, long term employees, reducing attrition. If a business is constantly learning it will be in the best position to fend off competitors.
1. Reassess your strategy
First things first, take a step back and observe the situation. You need to understand what you’re dealing with before you can understand what the business needs.
Ask yourself, what is your purpose? What are your business challenges and how can education help? Where are you falling behind and what is holding the business back? Consider what you’d like to learn, and how training could advance this. Review any learning strategies you currently have in place – what impact are they having? And importantly, are they working?
2. Do your research
Knowing your market inside and out is the best possible way to prepare for what’s to come and help anticipate learning trends. Understanding what’s going on equips you to improve, develop and compete. Here’s the top things you should be finding out:
- How is the general industry doing?
- What are your competitors doing?
- How do both of the above manage learning and development?
- What platforms are they using?
- What trends should you be following?
- What trends should you be setting?
How important is learning really? Have a read of our research report – Learning is not an island – to find out!
3. Reflect and learn
Now you understand your learning strategy and that of your competitors, you’re in a good position to get your colleagues and employees involved. If you’re setting up training, whether it be for compliance or individual development, the people who are at the receiving end of the learning should have input too.
Have you looked into the reasons your employees might be leaving – what did they feel was missing?
Have you analysed usage of your current channels or systems; what technology works the best? What mediums do employees want to engage with?
Have any learning & development activities in the last year been successful? What has been popular before and is it still relevant now?
Are there any learning gaps across teams?
Encourage openness to discuss these questions and see what learning should really be doing. Surveys and email chains are good, but holding a meeting or team lunch is better. That way you can find out what they need, and how they’d like to move their own learning and development forward.
4. Assess your technology
Are you using any technology for learning, or are you still reliant on meetings and company training days? Technology should be be easy, accessible and flexible, fitting around the user rather than the other way round. When it comes to learning, don’t expect high retention from old school PowerPoints and 100-page PDFs. Catering to our busy life styles and shorter attention spans, bite-size learning through mobile technology can massively increase engagement.
Assessing the technology you currently use for learning and development and engaging with platforms that your people actually want to use could be the change you need for 2020.
5. Speak to a professional
Ask someone who knows from experience and has the expertise to put a platform in place. Find someone who knows a solution better than anything. A little help can go a long way. You don’t have to go it alone; especially when someone has paved a path to success already.