Change happens in business at a rapid pace so modern learning must take on a new identity to keep employees up-to-date. Throughout my career, I’ve seen the modern workplace take on a dynamic environment. Companies that put off training are going to find themselves struggling to stay competitive. We’ve seen so many companies fall into obscurity because they were inflexible to these changes.

The truth is that what worked last year might not work today. Technologies change at record pace, forcing businesses to rethink many of their core concepts. In today’s world, companies that are not adaptable will fall behind quickly.

L&D is not immune to these changes. In fact, it’s one of the sectors on the front lines! The modern learning approach is in a constant state of flux and businesses must ensure that it stays up-to-date.

Fortunately, the technology that is changing industries in the blink of an eye also provides an easy way of creating custom eLearning development practices that are highly adaptable.

This rise in automation has had a profound impact across all industries. Employees must be able to learn and develop new skills, which makes L&D a priority for businesses. According to this report from McKinsey & Company, 375 million employees will have to develop new skills so they can switch occupational categories by 2030.

Since this report, we’ve seen top companies shift their approach to modern learning by putting an emphasis on creating L&D strategies that are sustainable in the long-term. This promotes a strong learning culture in the workplace.

What is the Culture of Modern Learning?

Two themes dominate today’s modern workplace – continuous growth and learning. Disruptive technologies are being introduced at such a high rate that companies must promote a culture that equips its employees with the tools to continuously improve their skillset. This makes it easier to migrate into new roles as needed.

Modern learning takes employees’ demands and preferences into account and applies them to the tools used in their development. We see custom eLearning development on the front lines, enhancing the engagement of employees and creating a more efficient workplace.

Simply put, modern learning puts employees in control over their own development. It serves as a guide and motivates them. Employees are able to choose the exact steps they take toward development.

Facilitating L&D so that it Adapts to Modern Learning

The current learning culture promotes the creation of custom eLearning development processes. This eases adaptation and will improve an employee’s overall work performance.

Before focusing on L&D consultation, I was fortunate in my corporate career that, while as a Marketing VP, I was able to support an innovative learning culture that drove business results. The focus was on creating informal learning opportunities. My approach was unique during that time because it put the employees in control. They shared information amongst themselves and as a result, became less reliant on formal training.

This saved the company money because they didn’t have the constant expense of retraining weighing down the budget. It also empowered the workforce and made it much easier to adapt. Overall, it boosted employee performance.

This study links a strong learning culture to higher employee engagement. Companies that want to gain this same competitive edge must allow L&D to adapt to the modern learning approach that puts employees first. Entice them with advantageous strategies in order to promote a workforce that’s highly engaged with continuously learning.

Three Essential L&D Transformations

Here are three essential L&D transformations that ensure that the workplace promotes a culture of continuous learning.

Consider the Entire Workforce

There are several generations that work together in a workplace so be inclusive, so no one gets left behind. Each generation or group brings their own expectations, attitude, and learning preference to the workplace.

The challenge is to create a modern learning approach that caters to everyone who seeks practical and continuous training. This must be custom tailored to them. I’m not saying that you should attempt the impossible by creating a one-size-fits-all approach. Instead, try to find areas in a training program where flexibility can be added.

Create a custom eLearning development program that lets workers create their own learning experience. That way, they are able to develop skills that they feel are important. Companies should be willing to guide each employee, but the final decision should be up to the individual. Trust that they know their needs.

Adapt to a Digital World

Digital content rules the world right now. People have an insatiable hunger for it. L&D must cater to this demand by creating content that is personalized, interactive, and highly flexible.

Flexibility is the most important characteristic since it allows employees to access content however or whenever they want.

The best approach for modern learning is micro-content. This is information delivered in short bursts that give learners time to process it before moving on. A fitting example of microlearning is videos of under five minutes that address a single point.  But there are many other avenues that companies can take in this area. Think beyond video and small custom eLearning to performance support tools, SME audio clips, task-specific live coaching, focused podcasts and more.

Align L&D Goals with Business Objectives

Employees’ work is important so this must be expressed in the L&D approach. Modern learning objectives should match business objectives, so keep this in mind when creating a new learning experience.

Do this by using a three-step approach when creating a learning objective. Those three steps are planning, achievement, and measuring. So lay out all business objectives and create a plan that ensures the learning experience matches those objectives. Create the L&D system based on that plan. Finally, use data analytics to evaluate that system to make sure it’s optimal.

Have Employees Create their Own Learning and Development Goals

The goal is to create a learning experience that encourages employees to actively seek them out. So raise awareness of disruptions in the industry as soon as possible and then listen to what employees have to say. In most cases, they will dictate the direction of future L&D processes.

I played a role in the development of a marketing campaign at a previous company that was designed to help employees adopt the idea of learning new skills on their own. Use a similar approach to raise awareness and gauge the response. This is likely to create higher employee engagement than simply throwing a new training program at them and telling them to learn it.

Create a Custom eLearning Development Program That’s Right for Your Company

Modern learning puts the employee in full control over their learning experience so it’s essential that companies create custom programs that are flexible and adaptable. This will encourage continuous learning and create an efficient workforce.

If you need help with custom eLearning development, contact us today and let us help.