2200 employees. 1200 learning professionals. 600 managers and executives. LinkedIn surveyed them all, to answer one question: how can we help employees learn, so they succeed?
Why this question?
“The short shelf life of skills and a tightening labor market are giving rise to a multitude of skill gaps. Businesses are fighting to stay ahead of the curve, trying to hold onto their best talent… Individuals are conscious of staying relevant in the age of automation.” The answer to this flux rests with talent development.
LinkedIn’s survey shows that learning & development teams play a critical role in shaping future workforce strategy, while delivering strongly relevant content to support employee needs. All this, while catering to different learning styles, and multiple generations. The goal – to manage vast change, effectively.
Here’s how talent teams can meet this goal:
- Reduce focus on automation. At a time when technology pervades every part of our life, it is crucial to have technical and mechanical competence. But, this technology is also taking over our lives and work rapidly. The result: employees are overwhelmed, insecure, and inundated. Thus, we need soft skills to manage it all, and each other.
The need: to build adaptable, critical thinkers, and leaders who are compassionate, collaborative, and communicate well.
- Make learning more accessible. 94% of employees say that they would stay at a company longer if it invested in their career development. They want to learn – at work, and at their own pace. Yet, the adoption rates of training programs are low. Employees don’t have the time to learn.
The need: to meet employees on platforms they are already spending time on, and aligning learning opportunities with employee needs and aspirations.
- Increase involvement from managers. Having a good relationship with one’s manager is key to workplace satisfaction. And now, according to 56% employees, this relationship also drives what they learn. Managerial investment allows employees to feel seen, appreciated, and mentored.
The need: for managers to recommend courses to their teams, and help them understand what skills to build to progress in their careers.
It is said that a company is as good as its people are. So, imagine the possibilities of delivering on these learning trends, and helping your people grow stronger. Where are you going to start?
