If there’s one thing the pandemic has taught us, it is that we need to be more agile and resilient. The digital revolution has ushered in a new era and companies know they have to adapt to the technology and market shifts.
But this sudden move to remote work has also meant that organizations are increasingly feeling the need for employee upskilling and reskilling. As a result, the skills agenda is making its mark in 2021.
The Upskilling, Reskilling Revolution
As the L&D Global Sentiment Survey points out, upskilling and reskilling is the number one trend for this year. After all, the shift to a remote work environment has created a clear gap in technical as well as soft skills among the workforce. In the absence of physical office where employees can interact with and depend on colleagues, it’s difficult for many to do their jobs with the same proficiency that they used to. Infact, in 2021 and beyond, upskilling is going to be a significant way for organizations to ensure that they are staying relevant.
Crafting an effective L&D strategy focussing on upskilling and reskilling is one of the effective ways of equipping the workforce with the skills they need to stay competitive. Of course, L&D teams have already realized the value of upskilling and reskilling with the 2021 LinkedIn Workplace Learning Report revealing that it is a top priority for L&D professionals globally.
Need for Content Relevancy
However, this is also the time when employees have a lot going on for them and the pressure of taking long training sessions can only be overwhelming. Nonetheless, today’s employees look forward to growth and development and offering them training content that is relevant to their job role better will increase their engagement and productivity. Higher engagement in the training will mean learners will more likely apply those skills back on the job.
But all this will happen when employees can see the big picture! Most want to know what’s in the training for them and how it will lead to a potential promotion. They want to know how it will help them do their day-to-day work in a better manner and how it connects to overall organizational objectives.
Once they see that the training content is relevant to their own development as well as long-term success of the business, there will be a shift in the way they view it. This can lead to a culture that champions learning and encourages overall employee development.
Role of Digital Learning and Content Curation
As the learning hinges on the learner, it is upto L&D to create proper value of the training for employees. Moreover, a diverse workforce requires diverse training. Every employee is unique with specific set of learning needs and expectations. It is important for L&D to ensure that employees receive training as per their varying skill sets, strengths and weaknesses.
One way to support skills development is using content curation, which has proved to be one of the most successful approaches to learning during this pandemic period. Curation enables delivering skills-based content that is personalized to the needs of employees which is what they want. It relieves them of the hassleof trying to filter through a sea of content to find what they want and what is relevant to their needs. This makes their learning journey smoother, and keeps them motivated to learn.
Additionally, it helps to embed learning in the flow of workto drive productivity, increase engagement and improve knowledge retention.The goal is to create a culture of continuous learning to seamlessly integrate learning into the time spent workinginstead of adding a separate training session to the already long list of to-dos related to office work.
I had the opportunity to explore this topic in detail as part of Plethora’s webinar on ‘New Frontiers in Employee Skilling to focus on Digital Learning & Content Curation’.
- What are the new frontiers in re-skilling and upskilling?
- Why is content the top priority for 2021 in context to reimagining the learning environment?
- What are the immediate skilling challenges for 2021?
- How can we make learning more relevant and embedded in the flow of work?
Watch the webinar here.