Workplace training must transform for the long term

In the theory of evolution, it is hypothesised that living organisms have gradually changed over time as a result of natural selection whereby new characteristics are inherited by the next generation that provide them with an advantage in their environment. For example, the environment changes in such a way that being able to see becomes advantageous when no organism has needed to do so before. So, imagine that one organism adapts to this need and develops one eye, but another develops two – it is the organism that develops two that survives across time

In much the same way, it is critically important that organisations take a long-term approach rather than working for the short-term when it comes to workforce education and training. In short, they must develop two eyes instead of just one.

The COVID-19 pandemic has led to a more remote workforce which has made workplace learning one of the hardest-hit business activities. According to a McKinsey report, a significant number of in-person programs have been postponed or cancelled since the start of the crisis, but businesses cannot afford to put capability building on hold, particularly as digital becomes more ingrained in their operations resulting in a change in skills needs.

Because of this, many organizations have made use of the same collaborative tools that help them enable remote work to enable critical workplace learning continuity as a solution in response to the current situation. But, now we need to redefine the way on-the-job training is designed and executed to improve on engagement and the quality of learning going forward, making use of the digital tools we are leveraging to overcome obstacles today as stepping stones to a better way of learning tomorrow.

Updating virtual training strategies to fit a virtual class setting

Virtual training will inherently require different methods of executing learning. We know that our environment has a significant impact on the way we think, our attention spans, and even our ability to retain information and when we’re doing everything online where we haven’t before, this can be an adjustment for employees and trainers alike.

This is why training coursework must be adapted to fit into this new digital landscape. Training needs to become more direct and to-the-point to retain engagement with learners, there needs to be a higher rate in question-and-answer sessions than needed in physical classroom settings, and more engaging and interactive visual aids such as videos and polls are needed to stay connected with participants.

More importantly, however, trainers need to be extremely adept at using digital technologies to create effective virtual classrooms as constant issues with technology during the dissemination of learning can be distracting and cause learners to lose focus.

Improving interactivity of virtual classrooms

Through collaborative tools like Microsoft Teams, learning leaders have been able to continue guiding trainees through learning content much in the same way as they would in a classroom. But, what if we used these tools to reimagine the classroom altogether.

Traditional teaching methods are often largely standardized to address the average understanding of large groups of people. It is often expensive, or we simply don’t have the skills available to train employees any differently than this. But, with more engaging digital tools and purpose-built technology running off of Artificial Intelligence and Machine Learning algorithms designed for training, learning could become more individually tailored to meet those participating where they are at.

Maintaining engagement in workplace training will be key to achieving a focused learning environment in the virtual classroom that will ensure that critical skills are built up in your company and showcases serious investment in your employees’ development.