Many myths persist about workplace learning, and they can make it exceedingly difficult for learning and development (L&D) representatives to gain executive buy-in for new programs, course material, and learning technologies. These myths also make it more challenging to grow and expand the L&D arm of an organization, which will be a critical to any organization in 2018. Here are some of the most persistent myths about workplace learning, debunked.
Workers Don’t Have Time for Learning
The truth is: Workers don’t have time (or won’t make the time) for learning if it doesn’t fuel their careers or enrich their lives.
According to a study conducted by Degreed, workers spend about 1% of the average workweek (37 minutes) on their employers’ training. This research is backed by findings uncovered by Deloitte, too. However, according to the Degreed study, workers invest about 3.3 hours a week toward learning something on their own. And over 60% stated they would put in even more of their own time if they received credit or recognition from their employer for their independent learning. And, a whopping three in four workers stated they invested their own money ($339 a year, on average) in career-related development.
The research highlighted here reveals that if workers can pursue learning opportunities that are directly related to their career trajectories or life goals, they will make the time to learn without reservations.
Traditional In-Person Classroom Training Is Becoming Obsolete
The truth is: In-person classroom training is still the most popular and common form of workplace training.
According to LinkedIn’s 2017 Workplace Learning Report, 78% of businesses still use in-person classroom training to train their employees. Although learning management systems and mobile technologies allow L&D professionals to use technology to create, distribute, and assess learning content, most of them still use traditional methods.
However, the growing popularity of e-learning and mobile learning can’t be ignored if L&D professionals want to remain relevant. To build a successful learning culture, learning leaders must embrace blended learning methods that include business-led training and self-service learning, as well as a multitude of formal and informal courses and resources.
Only the L&D Arm Should Be Responsible for Employee Development
The truth is: Managers, mentors, colleagues, and guided online learning should all be part of employee development.
The same research conducted by Degreed highlighted above also indicates that only 28% of employees will consult their L&D department or company’s learning management system when they need to learn something new for work, while 69% will look to their boss or mentor, 55% will look to their colleagues, and 47% will conduct an online search. This research shows that everyone is responsible for employee development in one way or another.
If you want to have a successful culture of workplace learning, debunk the myths highlighted above.