Empowering Employees with Digital Learning to Enable Continuous Learning Culture


It is amply clearby now that in 2021 and possibly beyond too, the workforce is likely to remainremote or hybrid. Even as organizations continue to hone their learning ecosystems,it’s time to let employees take charge of their own learning and development tostay relevant in their roles.

During thepandemic, more companies have come forward to equip employees to build theskills that are essential for their growth and development. As per a Mckinseysurvey, a majority of respondents (58 percent) have said that plugging inskills gaps in workforces has become a higher priority since the pandemicbegan.

Digital Training to Equip Employees forSelf-Improvement

While L&D teamshave consistently focused on designing and delivering effective trainingprograms, the time has come to concentrate more on enabling a continuouslearning culture where employees can work on their own development. This ispossible by creating digital education environments that leverage technology tooffer efficient ways of refining performance through eLearning.

Giving access to the right data and information can empower employees to make the right decisions in terms of improving productivity. Doing so not only helps employees to perform their jobs successfully but also gives them ownership over their learning while fostering a stronger learning culture across the organization.

Adapting L&D Strategy for Performance Improvement

As per the Udemy2021 Workplace Learning Trends report, employees today want a holisticapproach to their careers and consider self-mastery an essential skill.Needless to say, it is imperative that L&D is able to optimize theirdigital training offerings to suit the needs of such a workforce given thecurrent business climate.

There are a numberof ways in which L&D can empower employees to increase performance and takecharge of their own learning by adapting a robust digital learning strategy.Let’s look at some of them:

1.Identifying Clear Goals

In order to add value to training and development programs, it is necessary to have clear goals and concrete outcomes. They will help define the overall impact on the organization, as well as individual employees. The clarity in employee goals go a long way in contributing to both individual and company success and motivation.

2.Aligning Training Initiatives to Goals

Once proper goalshave been identified, the next step is for L&D to design their trainingprograms around these. An important strategy is to create advanced individualemployee development plans that are ambitious so that you can push youremployees to move out of their comfort zones. It helps to define skills gaps aswell as areas that require more actionable and measurable results.

3.Encouraging Collaboration and Transparency

Employees learnbetter through collaboration by working together and motivating each other to achieve organizational goals. Collaboration helps foster aculture of learning that leads to nurturing of teams that are responsible andreliable. However, in order to bring in collaboration between employees, it isnecessary to have a level of transparency in the organization where there is opencommunication and proper channels of accountability.

4.Boosting Self-Paced Training

For today’s busyworkforce, finding time to take training is not easy. It is imperative thattraining programs incorporate microlearning and digital training methods that allowemployees to take charge and ownership of their learning. The need of the houris just in time, on-demand, accessible learning that is required to boostperformance support. Training that is available at the time of need rather thanat a fixed schedule augments productivity better.

5.Rewarding Performance

One of the bestways to encourage employees is to reward them for their good performance. Acompany that nurtures employee growth is in a better position to attract talentand maintain a positive culture. Recognizing and rewarding employees also helpsto boost engagement and motivation leading to higher retention rate.

In Conclusion

In terms of learningand development, organizations need to leverage their existing platforms andtechnologies. The final goal is to enable employees to control their learningand in turn improve their job performance.