Managing Learner Expectations in L&D Strategies

Managing Learner Expectations in L&D Strategies

Have you ever wondered why some people get so elated over the very prospect of working for a particular brand or organization? They will do everything – earn a job-specific qualification and necessary experience to be onboard. In fact, all those hard work is to experience the unique work culture, ambience, learning and development outcomes that come with the job.

Empower learners

Managing learners’ experience can sometimes be a slip between cup and lip. Between heightened expectations and their fulfillment there could be a huge gap. It is imperative to empower learners with necessary learning tools to help them gain relevant learning experience on their own for carrying out their specific job roles. 

Easy to use learning tools

The new age learning tools could be social media, discussion forums, virtual reality, on-demand courses or online videos and contents, eLearning courses in sync with employees’ learning experience and their goals. Short and easy to use learning modules being created using modern-day technology enhance learning experience. It can also be a handy tool for personalized learning experience as and when it is required.

Innovative learning experiences

At a time when remote learning and working have become the order of the day, thanks to Covid-19 pandemic, mobile platforms are providing different innovative learning experiences to learners. A finding by LinkedIn has revealed that 50 per cent of learners search for information only when they actually need it. The rest do it while traveling or during free time at home or workplace. Organisations can effectively make use of mobile platforms to provide learning materials to their learners, yes, almost round the clock, 24×7 and 365 days.

Critical thinking – new buzz

Organisations need to design learning in a fashion that it encourages learners to ask questions and find solutions to problems. Easy availability of information has thrown open a flood-gate of new information. The focus as a result is now more on knowing the correct occasion and ways of using the available information for furthering organisations’ prospects. Not cramming knowledge but critical thinking is the new buzz word. 

Skilling and learning

Another important aspect of management of learning experience is to empower employees skill-wise and knowledge-wise. A multicultural and multilingual workplace is becoming more a necessity for organisations. It is a means to explore business prospects beyond their immediate geographical boundaries.

Adding value through sharing

· In this backdrop a culture of knowledge sharing adds value to learning experience through gathering of work-relevant information from colleagues and mentors.

· This in the long run not only will help organisations grow but also enrich their learning and development experience and attract talents to serve them even better.

· According to a study over 85 per cent of employees in an organization feel sharing knowledge with their team is critical for their learning experience.  

Visuals to enhance experience

It is a fact that visuals adds to the learning experience. Many organisations have begun to take the subject of micro-videos more seriously than ever to enhance the experience of learning process. This has emerged as an effective way to grab the short attention span of modern day young workers. ‘JUST-ONE- MINUTE’. No, this is not the title of a video. It is the maximum length of what a micro-video should be. A short crisp intro an attractive middle and an inspiring ending all in a time span of 60 seconds is what a micro video is all about.   

Learning while working

Learning while working is another way of making learning at workplace a routine day-to-day affair. This has been a time-tested method of learning being followed by many organizations. In its new modern avatar, learning-while-working is a conscious effort to make learning an informal but a serious job-specific exercise. Many also call it ‘invisible learning’. Instead of a formal class-room set up away from the workplace in this method the workplace itself becomes a learning place. It makes learning more fun less pain, an enjoyable experience.