5 Learning and Development Trends for 2023

Why are learning and development programs so important in the workplace?

L&D programs are crucial in the workplace for various reasons, such as…

1. Skills development

L&D programs enable employees to enhance their existing skills and acquire new ones. As industries evolve and technology advances, employees need to stay updated to remain relevant and effective in their roles. By providing employees with the opportunity to continuously learn and upskill, they’ll be able perform their jobs more efficiently and effectively.

2. Employee engagement and motivation

Providing L&D opportunities demonstrates a company’s investment in its employees’ growth and professional development. This, in turn, fosters a sense of value and engagement among employees, as they feel supported and motivated to improve their skills and advance in their careers. Engaged employees are more likely to be productive, satisfied, and committed to their work.

3. Adapting to change

Organisations constantly operate in dynamic environments, with changing markets, technologies, and customer expectations. L&D programs help employees adapt to these changes by equipping them with the necessary knowledge and skills to navigate new challenges. This flexibility in turn enables businesses to remain competitive and agile in an ever-changing marketplace.

4. Talent attraction and retention

In today’s competitive job market, employees seek opportunities for growth and development. Organisations that offer robust L&D programs are more attractive to potential candidates. Additionally, employees are more likely to stay with a company that invests in their professional growth, reducing turnover and associated recruitment costs.

According to Linkedin’s Workplace Learning Report, 94% of employees say they would stay at a company longer if it invested in their learning and development. Another McKinsey & Company report also found that the lack of career development and advancement was the top reason employees were quitting their jobs globally. It’s crystal clear that learning and development is a top priority for employees. If companies want to attract and retain top talent, creating a holistic learning culture is definitely non-negotiable.

5. Leadership development

L&D programs play a vital role in cultivating future leaders within an organisation. By providing leadership training and development opportunities, companies can identify and nurture talented individuals who can take on management and leadership roles. This succession planning ensures the continuity of the business, and facilitates internal mobility while minimising the talent gap at higher levels.

6. Innovation and creativity

Continuous learning fosters innovation and creativity within the workplace. When employees have the opportunity to learn and explore new ideas, they are more likely to generate innovative solutions to challenges, and contribute fresh perspectives. L&D programs can inspire employees to think outside the box and drive innovation within the company, which will ultimately benefit the company’s bottom line.

7. Employee satisfaction and well-being

L&D programs contribute to employee satisfaction and wellbeing. When employees feel supported in their professional growth, they experience a sense of fulfilment and purpose in their work. Moreover, learning programs that cover wellbeing topics such as stress management or work-life balance, can positively impact the mental health and overall wellbeing of employees.

All in all, L&D programs are instrumental in creating a skilled, engaged, and adaptable workforce — to ensure the long-term success of both employees and organisations.

What makes a good employee training program?

A good L&D program encompasses several key elements to ensure its effectiveness and impact. Here are some factors that contribute to a successful L&D program:

1. Alignment with organisational goals

A good program is aligned with the strategic objectives and goals of the organisation. It addresses the skill gaps that are essential for achieving those objectives, and focuses on equipping employees with the necessary critical skills the business needs.

2. Clear learning objectives

L&D programs should have clear, measurable learning objectives that outline what participants are expected to achieve at the end of the program. These objectives provide a sense of direction and purpose, which help employees understand the intended outcomes and what they will be able to achieve in their learning journey.

3. Customisation and personalisation

Effective programs take into account the diverse learning styles and preferences of individuals. They provide flexibility in terms of content delivery methods, allowing participants to choose the learning format that suits them best. It could include self-paced online modules for those who work remotely, in-person workshops, mentoring, coaching, or a combination of approaches.

Rather than force every employee to participate in classroom training, providing a variety of options allows employees to manage their learning schedules and methods as they deem fit.

4. Engagement and interaction

A good program incorporates interactive elements to engage participants actively. It could include practical exercises, group discussions, case studies, VR simulations, or real-life projects. Having interactive components help to promote active learning, encourage critical thinking, and enhance knowledge retention.

5. Ongoing support and resources

Employee learning doesn’t stop after the program ends. A strong program provides ongoing support and resources to participants, enabling them to apply the new skills they’ve learnt in their daily work.

This support can include access to additional training materials, online communities, coaching and more. The availability of such resources helps participants reinforce their learning and sustain the development process, and strengthens the learning culture in the company.

6. Evaluation and feedback

Collecting feedback and conducting regular evaluations are essential in assessing the effectiveness of the program and making necessary improvements. Feedback from participants allows L&D program administrators to gauge its impact, identify areas for improvement, and make the necessary changes to enhance future iterations.

7. Leadership support and involvement

Leadership support and involvement are critical for the success of any L&D program. When leaders actively promote and participate in the learning modules available, it sends a strong message about how much the company values professional development. Leaders can also join such initiatives, teaching employees by sharing their experiences, providing guidance, and acting as role models, reinforcing the value of continuous learning.

8. Measurement of outcomes

A good learning and development program includes mechanisms to measure the outcomes and impact of the program. This can involve evaluating individual and team performance improvements, tracking skill acquisition, and monitoring the application of learned knowledge in real-world situations. Measuring outcomes helps demonstrate the program’s effectiveness and return on investment.

9. Continuous improvement

A successful L&D program doesn’t just stay static through the years — it evolves and improves over time. It incorporates feedback, evaluates results, and adapts to changing organisational needs and external factors. Continuous improvement ensures that the program remains relevant, effective, and aligned with the evolving goals of the organisation, as well as the development needs of the employees.

Examples of companies that have embraced learning and development trends in 2023

Salesforce: Leadership development training overhaul

One great example of an organisation doing a complete overhaul of its leadership development is Salesforce. They recognised that as their employees and teams became more distributed than ever, they needed a new approach to leadership for an increasingly volatile, disconnected, and complex business landscape.

Before they jumped into a complete overhaul, they first outlined their key priorities, and they were:

• Anyone can lead. Great leadership can come from anywhere and focusing exclusively on the highest-performing leaders can reinforce unintended bias and limit the participation of traditionally underrepresented employees.
• Every great leader should do three things really well. Build a great team, be a great person to work for, and deliver great results together.
• People learn best with others, over time. Relevant content delivered in the context of everyday work allows leaders to sustain engagement, motivation, and community among their peers.
• Leadership growth occurs in stages, and – to stay relevant – leaders need differentiated training and development that matches their responsibilities.
• Leaders must be accountable. Leader behaviours should be measured and reported on transparently to validate improvement and performance.
• Great learning requires both virtual and in-person experiences. Most learning and development can occur virtually to drive down cost and increase scalability, but truly immersive, relational, and experiential learning is best done face-to-face.

From there, they then went on to design and iterate the new structure of their training programs. They found that asking these questions was helpful in shaping the final scope of Salesforce’s design, and they may help your organisation, too:

• Who gets access to development?
• How will leaders be segmented?
• What is different across the stages?
• Is the development focused on leading people, leading the business, or both?
• Do leaders at each stage go to a single program, or is it an experience over time?
• What happened to the legacy programs that many leaders recognized and respected?
• Is participation in leadership development optional or mandatory?
• How do adjacent development interventions, such as career development, leadership coaching, and teaming fit in?

Eventually, they developed a new approach to leadership development called the ‘Great Leader Pathways’. No two careers are exactly alike, and not everyone spends equal time at each stage, so these pathways focus on the relevant capabilities required by that specific stage. Each stage has its own targeted curriculum that ties the relevant mindsets, skills, and behaviours with leader success at that level. They’ve also since adopted a new open-enrollment model, which further delivers their commitment to equality.

The Great Leader Pathways deliver personalised experiences with bite-sized content and activities, to help leaders at all levels get the tools they need to lead in a success-from-anywhere world. They are taught through memorable experiences, both self-paced and live, with a mix of curated content, community/peer learning, instructor-led workshops, virtual facilitated sessions, and face-to-face, immersive experiences.

Google: Focusing on individual wellbeing

Google has been exemplary in tackling mental health and wellbeing amongst staff with resilience training. The resilience team, which had existing programs like counselling and employee resource groups, wanted to do more to support employee mental wellbeing.

They decided on a series of digital clips called ‘Meet the Moment’, consisting of videos which are five to six minutes long each, and focusing on a specific topic like sleep, breathing, parenting or avoiding anxiety. They worked with experts and performance coaches from professional football, basketball and baseball leagues as well as collegiate and Olympic athletes to create the resilience training and skills development content.

The main characters in the resilience training videos are people who have experienced high-stress situations like a big game, combat or other pressures. “Resilience is a skill that can be built, practised and cultivated,” Google says in its digital resilience instructions for employees.

In less than a month, 30,000 Google employees watched the videos. They’ve also since hosted 150 virtual events globally to raise awareness about mental health and prioritising wellbeing.

What’s more, Google has gone the extra mile to develop variations aimed at addressing the mental health needs of employees who are parents and caregivers. Their video content includes tutorials on how to focus on things like time management and household chores when people are distracted, or how to build a productive workspace in the kitchen.

Employment Hero can help you with your L&D goals

Looking for a great way to achieve your L&D goals without breaking the bank? Using a Learning Management System (LMS) like the one you can find in Employment Hero is an excellent way to upskill and develop your workforce.

You can create customised learning pathways for your employees, with access to content from numerous training providers. Upload your own content or choose from thousands of pre-made learning courses. You can easily select which employee should complete which online learning module, and assign the courses to them all from our platform. Or you could simply allow them to engage in self-paced microlearning for the best results.

What’s more, managers and leaders can quickly see the status of a particular course and make sure employees are on track with their continual development. Regardless of whether you have a fully remote or hybrid workplace, you will find it fuss-free and easy to use.

Want more resources on employee training and development? Check out: 

• How to upskill your workforce for the next decade
• 5 outdated skills you should stop training your staff for
• How can micro-credentials help employee development?

 

Download the guide now.