By Paul-Stuart Greenough
People development in the workplace will always be an important journey for every organisation, but the ways in which they go about it continue to change. The generational differences in priorities, as we have written about before, can help to explain the ways in which the working landscape is evolving.
We have put together a short list of the four ‘trends’ in people development that were big in 2018 and will be even bigger throughout 2019.
- With learning, these days it is considered best practice to do things in small chunks i.e. micro-learning – ensuring you do not overload your staff with new information. Focusing on short, concise learning works to not only keep engagement high but helps with the ultimate goal of learning retention. This method is fast-paced and high impact and stops delegates becoming fatigued with learning. With mobile learning, being able to work on-the-go fits into the fast-paced working lifestyle that many people lead. It enables a learner to watch a webinar or listen to a podcast on the train to work; or read PDFs in bed. Mobile learning combines a multitude of learning formats and adds a versatility to the teaching environment that other styles don’t offer. Our app combines both learning styles, with webinars, slides, blogs, agendas, video content and more. Having a learning management system in your pocket is beneficial as it means your every day life is not altered in the pursuit of education.
- Embracing a culture of diversity within your staff itself and throughout their learning and development journey, adds both differences of thought and experience and creates variation in how they learn. Diversification of staff is both advantageous and expected in the modern world; a range of varying experiences stops an organisation’s output and vision becoming stagnant and helps with new ideas and innovation. Diversification of a staff’s learning experience helps to them to stay engaged. Offering different ways to learn – whether that be seminars, talks, one-on-one learning, online accompaniments or additional mobile learning – helps to keep a learner interested and wanting to learn and stops the experience becoming stale. Our L&D courses offer a range of skills training (offer a range of subjects, methods, styles, delegates).
- New technology and the disruption it creates within the workplace and learning environments forces organisations to innovate. For example, a feature within our app is the use of augmented reality which helps to bring learning to life and into the workplace with the introduction of a 3D pop-up coach. Embracing new tech helps to break the traditional mould and keep the conversation of advancement going. In the same way that at one point in time, memos were the go-to form of office communication, emails then took over and practically made the memo obsolete, now instant messaging apps and other messaging platforms are starting to take over from the email as the primary workplace communication tool – with the introduction of millennials and generation-z into the workforce.
- Staff development through apprenticeships has been made easier to achieve over the past couple of years with the introduction of the Apprenticeships Levy. Businesses that contribute to the pot lose out on each month’s contribution if they do not use it for development through apprenticeships after two years has passed. More organisations are finding themselves in a position to up-skill their staff because the fund is used specifically for that purpose. In the past, workplace development through apprenticeships was rarely considered an option, but the introduction of the Levy along with the soft-skill-focused, workplace-based apprenticeships which are more popular than ever have created an environment where workers are often expecting new opportunities to grow.