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

It’s difficult to think that 2022 is only around the corner. In 2021, there was a slight return to normalcy. Businesses and learning and development (L&D) teams all across the world have started to operate on this idea.

But, before we move forward to 2022, let’s quickly review

An L&D Review for the Year 2022

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 a global epidemic.

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.

For employees and employers alike, 2021 was (and continues to be) a difficult year, especially for L&D teams attempting to adapt to the new hybrid working style. Organizations should examine what they learnt about their L&D goals and initiatives in 2021 as 2022 approaches. Here are some of the data you’re likely to come across.

Here’s what worked

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

The majority of L&D teams successfully deployed blended training programs to pivot from solely remote-centric training to seamlessly teaching hybrid workforces as the hybrid workplace matured into a critical paradigm that is now here to stay.

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.

what didn’t work

Employee stress and burnout have increased as a result of an increasing number of training efforts.

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.

In L&D, there is a 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 as the disruption of 2021 offered many L&D issues. 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 From 2021?

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 2021 were defined by quick pivoting, retooling, and re-invention. Businesses must upskill and reskill their workforces in order to continue in this trend in 2022.
• Including learning in the process: Employees in the new hybrid workplace learn best, according to L&D experiences in 2021. 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 for The Year 2022?

  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 of 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

  The secrets that 2021 shared with us regarding all elements of our Learning and Development plans and strategies may be unlocked with an independent L&D evaluation. I’ve discussed what worked well for certain companies and what didn’t in this piece. These data should hopefully assist you in better planning your own L&D initiatives for 2022.