5 Lessons From LinkedIn's Workplace Learning Report 2023
What if we told you LinkedIn's 2023?Workplace Learning Report ?is just as relevant as when it was published? Maybe more!
Reports are a funny old business. We hit publish, there's a huge rush to read them and then they're mostly forgotten.
But with a growing skills shortage, rising AI popularity that needs a human touch, and employees craving purpose and internal mobility, it's worth another look.
So, five months on, we're revisiting the five most interesting findings.
1. If L&D is going to align with business goals, we need a measurement shift
It finally happened! Aligning learning to business goals hit top spot, beating the usual suspects like employee retention and learning culture as L&D's 2023 priority.
Because if L&D teams are truly going to demonstrate impact, their efforts have to be built around driving performance and solving business challenges.
The trouble is that the way L&D currently measures success isn’t tied to performance.
A wise man (our CEO,?Nelson Sivalingam ) wrote that if what you’re measuring doesn’t tell you how it improved performance, skills, or knowledge then change what you’re measuring!
And this is what L&D needs to do!
Move away from vanity metrics like completions or satisfaction and understand behaviour change or performance improvement as a result of L&D.
2. L&D pros are elite-level relationship builders
Networking is an L&D superpower! One that helps us better align with those business goals.
?? The better you know people, their problems, and what they’ve got in their pipeline, the more able you are to support them.
And if you’re going to be a great facilitator or create content that solves challenges, you’ve got to build strong relationships.
As you’ll see below, L&D pros have spent the last year fostering great relationships with the right people, from department heads to talent managers.
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3. People are leaving companies because they’re not learning
There’s no point labouring this point, just look at the image below!
Three of the top five reasons people leave companies are a symptom of not learning, growing, or making an impact on the company’s performance.
4. Companies aren’t doing enough to support internal mobility
Only 15% of employees said their company had encouraged them to move to a new role in the past six months.
?? Now this is a hard one to quantify, is it low or is it high?
You can’t have 100% of your employees playing career musical chairs every half a year, but this does give a useful indication of the mindset around internal mobility.
Do these people understand that if they stay in the company, they don’t have to do the same role or even work in the same department?
We don’t need to encourage every person to move roles, but we do need them to know that it’s an option if we’re going to retain our best, most ambitious people.
5. L&D’s spending power hasn’t taken a huge hit
There’s an understandable fear that when budgets get cut, L&D’s head will be first on the chopping block.
And with the economic uncertainty over the past year or so, we might have expected to see that in the report.?
However, L&D leaders don’t expect their budget to decrease and actually have more confidence than the peak pandemic years.
Given the report was published in February and the data was collected even earlier, it would be interesting to know if that confidence remains...
Webinar: Empowering Employees to Grow in the Flow of Work
The flow of work is where we can really drive impact! It's where employees are motivated to solve a problem and have the context to apply information.
Join us for our next webinar and learn how to deliver the right content at the right moment to have the right impact with?Anthony Ryland ?(Tap'd Solutions Limited ) and?Adam Lacey ?(Assemble You )