When it comes to upskilling and reskilling employees, there’s no one-size-fits-all solution. Every employee is an individual with different levels of knowledge, confidence, and learning needs. Some may be visual learners, some may prefer the written or spoken word, and some may even resent further training altogether. That’s why any learning journey that your employees undertake should be personalized to them.
The need for a personalized learning journey becomes even more apparent when you look at how relevant the training is. Research by Gartner shows that employees use only 54% of their training when doing their actual jobs. That adds up to a lot of unnecessary expense and wasted time for everyone on training that simply isn’t fit for purpose. Giving employees the ability to personalize their learning experience means that they get exactly what they need from the opportunity.
Should My Organization Implement Personalized Learning Journeys?
Now more than ever, employees are aware of their own strengths and weaknesses. They want their roles to offer opportunities to overcome any knowledge and skills gaps and develop in their careers. This means that organizations need to offer learning that’s both targeted and relevant. The figures bear this out—according to LinkedIn, 80% of Gen Z-ers and 79% of Millennials say that they valued learning based on their career goals and skills gaps. Put simply, you have a talent pool that’s keen to achieve more, and helping them do this will pay dividends for you as well.
How to Implement Personalized Learning Journeys
Making your current L&D efforts more focused means understanding that your employees are individuals who not only want different things but will also engage with learning in different ways. Having the systems in place to deliver tailored learning experiences is essential but this needn’t be a daunting task.
Here are four steps you can take to ensure all your employees are getting the learning and development opportunities they need.
- Know Your Workforce
The first thing you need to know is where your employees are in relation to their abilities, confidence, and job-specific knowledge. Managers should be proactive in their approach to find out what skills and proficiencies their employees want to develop in the future and tie this to organizational goals where possible. Having this information can make it easier to personalize learning and create relevant and engaging journeys.
- Allow for Independent Learning
The training you provide will, no doubt, have core, essential knowledge that all of your employees need to have, such as compliance or onboarding info. Beyond this, however, the choice for what training to pursue should lie with your people. Having the freedom to choose what learning programs to take, and in what order, gives employees a far greater sense that this is their own learning journey and strengthens the investment in it. Where possible, align your employees’ learning with performance objectives and make progress part of performance reviews. This could help to encourage workers to set the time aside to complete learning and to see the value in it.
- Mix Up Your Learning Formats
Variety is the spice of life, right? If learning is only offered in one format, it’s unlikely to be engaging to some of your employees. While videos will work for some, others will tune out and the same goes for any one format. Instead, you should consider incorporating different elements into their journey. Quizzes, videos, and gamification can all provide opportunities to make learning more fun and interactive and there’s a stronger chance that the courses will be completed. Gamification of learning could prove to be far more engaging for learners than straightforward info dumps.
- Get Feedback—And Use It!
For your learning efforts to be effective, you need to ensure it’s meeting your employees’ needs. Analytics and reporting can be useful in painting a picture of effectiveness, but direct feedback from learners also provides valuable insight into how useful a course is. Employee engagement surveys and regular one-to-ones with managers can help to collate feedback and offer improvements as to what’s currently working and what could be improved.
How Can Bridge Help?
Make learning, onboarding, and compliance an engaging experience for employees with Bridge. Deliver a seamless learning experience in a user-friendly platform that can be tailored to your users’ specific needs.
Bridge’s Learning Management System provides employees with the tools they need to take control of their own learning and development needs. Pathways guide learners through a series of dynamic learning experiences that put them in charge of their own learning journey.