What might shape the Future of Corporate Learning

The move to a remote workplace has meant that the way L&D approach organisational concepts such as team building, communication, coaching and delivering leadership development has changed.

For many the remote workplace environment often leaves employees feeling disconnected from career satisfaction and corporate culture, leading to turnover. Studies we have referred to in previous articles showed that L&D was and is one of the most powerful catalysts for keeping employees loyal and connected and supports the idea that L&D programs of the future will need to adapt to hybrid workplace cultures, while delivering results within the context of the organisation's mission and strategy.

To be successful and continue to deliver value L&D can consider several influencing factors:

1. The work-from-home mindset is still dominant even in the hybrid work environment. This mindset leads to employees wanting a greater role in managing their own time because they have gotten used to more independence. Even when working in the office itself, future accessibility to L&D will need to be more flexible, such that engagement and even some course selection, will take place according to the employee’s own direction.

2. The continuing influence of social media and micro learning will lead to shorter learning sessions. Video and collaborative learning platforms and tools will overtake live learning sessions. Current face-to-face or blended learning lesson plans will need to be broken down into several components delivered in chunks using a range of media.

3. The continued discussion of 'The Great Resignation' may put pressure on organisations to make each employee feel valued and connected. L&D can support this by creating curated learning opportunities, driving social learning and providing opportunities for employees to create their own customized career and learning pathway.

If the above factors are addressed consistently and authentically the results are likely to provide several valuable benefits for the organisation, including:

• Improving employee satisfaction resulting in lower regretted employee turnover.

• Improving efficiency. Adopting and adapting to virtual learning will ensure L&D can deliver to a wider geographically dispersed audience easily.

• Improving cost savings, from less need for L&D travel and the costs of facilities and catering.

• Being able to analyze learning impact through the use of digital platforms (often immediately via tools such as Slido) can provide results to Executive teams that reinforce L&D’s value to the organisation.