In the last two years, most businesses have been forced to adapt to the ever-changing market conditions and accordingly adjust their feet in the new environment. Organizations were bound to learn about managing their business virtually- from upskilling and reskilling their workforce to virtual employee onboarding and training on how to stay motivated and productive. Everyone contributed towards meeting these business goals and unlocking success, but the crux of all resided on Learning & Development teams.

In 2021, L&D teams focused on having a more outcomes-driven and strategy-led mindset to deliver effective managed learning services. As per the recent report, L&D teams have more power than ever post-pandemic, and 33% of learning professionals expect a rise in their 2022 training budget[1]. So, there is more likely a continued focus on improving business resilience, investing in robust technologies, and adopting a hybrid work culture. 2022 will also witness the same and capitalize more on the following L&D trends to ensure success and growth:

Focusing More on Managing Hybrid Workforce

Today, most employees leverage the flexibility of working in a hybrid work environment. A recent report suggests that 48% of employees are more likely to work remotely post-pandemic than 30% of the workforce who did so before the pandemic[2].

In 2022, L&D teams must continue focusing on managing hybrid workforce to keep them productive, upskilled, and connected. They also need to chart innovative ways to meet changing business priorities, maneuver workforce transformation strategies, and map skills required to prepare for the hybrid future.

Reviving L&D Strategies to Counter the ‘Great Resignation’

The main reason behind the great resignation is employees’ lack of motivation and involvement, leaving a negative impact on overall job satisfaction and employee well-being. As per the recent report, 57% of workers experienced daily stress, while the global rate of workplace engagement is only 20% [3]. These vast numbers resulted in an increased wave of resignations, making organizations rethink their L&D strategy to engage and retain the desired talent.

L&D will play a pivotal role in addressing the great resignation. They will need to rethink their strategy to boost engagement and retention, ensuring the well-being of every employee. As per a study, most employees would feel less stressed if they were offered additional time off (62%), flexible work schedules (60%), and a hybrid work environment (57%)[4].

Using Data to Measure Employee Productivity

Traditionally, it was easy for L&D departments to assess workforce performance and business efficiency via in-person interactions. With the adoption of remote-first and hybrid culture, L&D pros now need to use robust tools to monitor employee productivity and skills and overall business impact.

productivity and skills and overall business impact.
Backed by advanced analytical tools to train and upskill remote teams, L&D leaders can collect accurate data to improve workforce skills, assess training impact, unlock employee performance, and measure business success.

Fostering a Mindset to Improve Workforce Resilience

Organizations need to collaborate with managed learning service providers to build a more resilient and agile workforce. They need to have a mindset to focus on employee upskilling and reskilling to drive business success. Here, optimism serves as a critical element for L&D teams to build a resilient workforce.

By adopting a cognitive restructuring approach, L&D leaders must encourage their teams to stay optimistic by avoiding negative thinking and shifting towards positive thought patterns. In the current scenario, L&D plays an equally important role in improving workforce resilience by identifying skills that match the business requirements and relate to higher productivity levels.

The Final Word

The increasing role of L&D will aid organizations to strive forward during this current period of ambiguity. With a greater focus on employee upskilling, dependency on data for L&D decisions, and the cultivation of a hybrid workforce, L&D will stay at the forefront in bringing strategic changes in 2022.

Over the last two years, the effects of the pandemic have lingered- 94% of workers feel stressed, even in the post-pandemic world [5]. Another report says that 57% of learning pros agree that L&D has shifted from merely a ‘nice-to-have’ to a ‘need-to-have’ in 2021[6] . InfoPro Learning can help your organization build a perfect operating model to improve managed learning services.

InfoPro Learning can help your organization build a perfect operating model to improve your L&D initiatives via managed learning services. Download ‘Building an Effective Operating Model for Digital Learning’, a collaboration between InfoPro Learning and Fosway Group to help you develop an effective model for digital learning in the corporate scenario.

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