Due to rapid advancements in technology across industries and business sectors, experts believe that around 375 million workers worldwide will have to seek new employment and switch occupations altogether by 2030 … unless employers decide to revamp their training programs and implement continuous learning across their organizations.
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Currently, 64% of leaders across the United States believe that corporations and private businesses are the answer to closing the growing “skills gap.” And 82% of executives claim that retraining and “re-skilling” are half the answer for addressing the skills gap, along with recruiting.
Here’s how you can make continuous learning in the workplace work for your organization.
Seek Out the Right Partnerships
To implement continuous learning across your organization, you will need to form and nurture the right relationships with internal teams and external teams. You will need to form partnerships with your IT teams to help you administer mobile and e-learning courses. And you’ll want to consider forming partnerships with external organizations and colleges for programming and training needs, as well.
Read “Building Bridges: Must-Have Strategic Partnerships in L&D” for more details.
Use the Right Technologies for Learning
Your employees will not be able to participate in continuous learning right now or in the future if your organization’s learning management system (LMS) isn’t located in the cloud and if you aren’t using mobile learning technologies and platforms or learning technologies driven by artificial intelligence and deep machine learning.
Read the following posts to learn more about why using the right technologies is so extremely important for the future.
- “The Economic Risks of Outdated Education and Technology in the Workplace”
- “How to Mitigate the Risks of Outdated Education and Technology in the Workplace”
- “Why It’s Important to Have a Cloud-Based LMS”
Link Continuous Learning to Employees’ Career Paths
Employees want to know that their current roles and training are taking them somewhere they want to be—that they are on an appropriate and worthwhile career path. And they want their employers to help them get there.
In fact, they prefer set career paths with an employer more than increases in monetary compensation from them. Read “Helping Your Employees Build a Long-Term Career Path” to learn more about how you can link your continuous learning strategies to your employees’ individual career paths.
Endorse a Learning Culture
Overall, if you want your continuous learning initiatives to be successful across your organization, you’ll need to implement and endorse a learning culture—a company culture that values and encourages employees to learn more to increase their knowledge, skill sets, competence, and performance.
If you want to retain your employees long term moving forward, you’ll need to implement continuous learning initiatives across your organization. Use the tips and best practices outlined above to get started.