Learning & Development Will Lead the Next Corporate Revolution: Here’s What That Means for Your Company

The working world has been transformed in the last two years—from the very tangible changes of moving to remote and hybrid work styles to the intangible changes in how we think about work. We are in a new era of work. Studies have shown that talent—finding, hiring, and maintaining—is the next great challenge that will affect the corporate world. We’ve already seen the beginnings of this with the Great Attrition, as McKinsey calls it. Employees are leaving their companies in droves in search of jobs that will offer them a sense of purpose. They are looking to develop careers that they will enjoy and feel passionate about for an extended period of time.

The pandemic shed light on the problems in the working world, most specifically, the problem of a lack of passion in work.

That’s why I believe learning and development is the solution to this new era of work. We need employee training strategies that support the needs of employees, empower them to do their jobs, and inspire them in their careers.

It’s a massive mindset shift that began during the pandemic and will continue to develop in the next decade. We need to think about the future of work because science shows that people will likely live, and thus work, longer than those generations before them. Based on this research, a writer for “The Atlantic” suggested that businesses will have to rethink how working hours are managed to coincide with the needs of their employees’ lives.

Corporate learning and development initiatives can help companies ease the transition into this new way of working, but leaders must know where to begin. Here are three practical changes companies can make in their learning strategies to push their business forward and pave the way for a new way of working.

Companies should use learning tools to help employees adapt

Digital learning tools can help companies bridge the gaps caused by the shift to remote and hybrid work styles. Most companies experienced some kind of significant change in the last two years—whether in the way that they work, where they work, or how they communicate with team members—and this has impacted workplace efficacy. Without a clear understanding of expectations, job roles, or even preferred communication styles, employees cannot thrive.

This corporate revolution we’re witnessing will start with a reprioritization of employees’ needs, and that applies specifically to the how and where of work. Companies must respond by showing employees that they will meet them where they are, provide for their needs in the workspace, and empower them to do their work successfully.

Learning strategies optimized for the digital world will make this possible. Companies can empower employees and set them up for success in this digital working world by implementing comprehensive learning strategies that cover important topics, questions, and concerns. Learning directors can offer courses on topics specific to an employee’s role or a broader topic that will help them thrive in the digital workplace (like how to maximize productivity or reduce burnout).

Companies must invest in tech that is scalable and adaptable

With a corporate revolution that will rely on learning and development strategies, companies must invest a significant portion of their training budget in technology that will support their goals. Corporate learning initiatives will be more complex in the next few years because learners are in a variety of environments with a variety of needs. Companies should choose tools that can scale, grow and adapt as the company grows and adapts.

Investing in a digital LMS platform is the best place to start because it can provide a comprehensive picture of the learning experience from a single place. If your company has remote, hybrid and in-office learners, a digital LMS platform can be optimized for each learning experience. For example, the ExpertusONE enterprise LMS platform functions on a desktop or mobile device with or without a connection to the internet. Learners can take courses and stay up-to-date on training needs from multiple locations at times that fit with their schedules.

When choosing a platform, think of your company’s goals for growth and your company’s goals for training initiatives. Perhaps, in 2022, you are at the beginning stages of a larger training initiative. That’s fine. Work with the strategy you have in place and build on it over time. Choose an LMS software that you can use in the beginning and one that can grow with you, offering more complex or interactive learning elements, an extensive learner network, or a platform that could be shared with partners or customers to extend learning goals.

Learning technology is the support system that will sustain this new corporate revolution. While there are countless new tech tools on the market each year, an investment in learning technology will yield a great ROI, and it is a product that can be used for years to come.

Leaders must create forward-thinking training programs

Investing in a learning and development strategy is the best way to future-proof your company. But leaders must spearhead this initiative by crafting forward-thinking training programs. While most companies provide their employees with training programs that correspond to their industry—think: certifications, new tech tutorials, and so on—leaders should also build training programs that help their employees look to the future.

Yes, one of the key transformations happening in the corporate world is the way workers are re-evaluating their careers. They want to see a future at their jobs, they want to know that they can grow and move forward in their careers, and they want to know that their companies will support them in new endeavors.

Leaders can help encourage employee retention by prioritizing training programs that allow their team members to explore other avenues within their careers. Learning strategies that include upskilling initiatives or step-by-step training guides to help employees reach a promotion will demonstrate value for the employee’s experience. Companies can offer training within a specific job role or craft learning initiatives that help employees explore other areas of interest within the company. Perhaps a web developer wants to explore web design, or a project manager wants to explore writing or marketing. By providing courses that allow employees to explore new avenues, companies demonstrate their value for the employee experience.

This new corporate revolution will transform how we view work. It has already transformed how we viewed work during the pandemic, and we will continue to see more changes like these. The reason that learning and development are at the core of this transformation is that more than anything, they serve the employee. Companies must embrace this shift and focus on ways to encourage a positive employee experience so that they can boost retention and create a more collaborative workspace.

Empathetic leadership will transform how we do business. It will transform our working world for the better. That’s why it’s time for companies to embrace a new set of priorities and implement practical strategies that demonstrate their care and value for employees. The next corporate revolution is already upon us. Investing in learning and development is a practical way for leaders to embrace this shift and begin the transformation in their own companies.