As companies look to an uncertain future filled with shifting remote/on-site workforce dynamics, increased attrition and a volatile world economy, many feel as if they are unprepared to face it, at least from a skills perspective. Only half of companies in Brandon Hall Group’s 2021 State of Learning Practices Study believe their approach to learning positions them well to meet that future. This means that the other half must figure out their learning strategy quickly, since the future of work is already here.
One key factor that organizations must include in their approach to learning is personalization. By building personalization into the DNA of the learning experience, many of the challenges companies face when it comes to upskilling and reskilling the workforce can be addressed. In fact, Brandon Hall Group’s Upskilling and Reskilling Study found that personalization of learning was either highly important or critical in driving the following outcomes, as well as many others:
- Improve individual performance
- Improve organizational performance
- Improve employee engagement
- Improve attractiveness and elevate engagement level by learner
- Promote a learning-focused organization culture
A more personalized learning approach can solve the biggest challenge facing L&D teams and learners: time. Lack of time is consistently cited as the top challenge to learning outcomes. While some organizations are hesitant to pursue a personalization strategy because it would take too much time, the truth is that it will save far much more time in the long run. For L&D teams, it means streamlining, automating and optimizing more targeted programs. This is by far more efficient than a one-size-fits-all approach. For learners, it means they are getting just what they need when they need it, without having to wade through redundant or irrelevant content. It also makes it easier for them to discover learning opportunities they may have otherwise missed.
From a skills perspective, personalization ensures the L&D team can link programs to specific skills and competency gaps in the organization, bringing a new level of organizational readiness. This also makes it easier to identify the skills for which the company will have to bring in new talent. For learners, they will be able to build the skill trees that make the most sense for their role and their career plans.
And in the face of heavy attrition, a personalized learning approach builds not only learner engagement, but is the fuel for an overall culture of learning. This leads to better employee engagement and a better chance of holding onto top talent. If employees feel they are being developed and valued by the organization, they are less likely to look elsewhere.
There is a lot that goes into a personalization strategy. To find out more, we have published an eBook in conjunction with Brandon Hall Group Preferred Provider Realizeit Learning, Personalization for Performance that goes into more detail
–David Wentworth, Principal Learning Analyst, Brandon Hall Group
@davidmwentworth
