How to create a new generation learner-centric ecosystem in the new hybrid workplace?
Now is the time for organizations and employees to embrace a growth mindset – learning, reassessing, improving their skills and re-qualifying to ensure they can keep up with this pace of change and be ready for it. to come up.
Hybrid workplaces are increasingly investing in creating a strong value proposition for employees to attract and retain talent and analyze how well their current talent strategies are working.
Another goal of the new world of work is to bring together both human skills and digital skills to run work processes seamlessly.
“Never stop learning because life never stops teaching.” It is a worn phrase, but it is more relevant than ever. We have learned a lot in a year, but there is still a lot to look forward to as we enter this new “hybrid workplace” in 2021.
Several companies have acquired this hybrid workstation. They provide employees with greater flexibility, allowing them to work where they feel most productive and comfortable. The crisis has also created the need for new learning opportunities for the next generation of employees.
Therefore, now is the time for organizations and employees to embrace a growth mindset – learning, reassessing, improving skills and re-qualifying to ensure they can keep up with this pace of change and be ready. for the future.
According to the Conference Board, the selection, retention and development of talent has always been a top priority for many CEOs. On top of that, hybrid workplaces are increasingly investing in creating a strong value proposition for employees in order to attract and retain talent and analyze how well their current management strategies are. talents work. Such workplaces identify, secure, develop and retain top performers for their increased efficiency and tailored skills. In addition, the CHRO was put in the spotlight as the best expert in talent strategy, development, management, corporate culture and employee experience.
Create advanced learning opportunities
In addition, fundamental efforts such as building power skills, training managers and scaling up learning globally will remain important. So, for example, how are power skills relevant in today’s workplace? Consider the current scenario when most of the employees are working in remote configurations. Power skills can help employees work and communicate effectively in a virtual format, increase innovation and creativity, support strong decision-making skills, critical thinking skills, and empathy with team members. team or colleagues.
With a distributed workforce, a manager or leader will need to manage these teams to collaborate. Another goal of the new world of work is to bring together both human skills and digital skills to run work processes seamlessly. Organizations need to offer a combination of styles and modes of learning as businesses gradually transform. They should take a multimodal approach, including virtual instructor-led training (VILT), micro-learning, and self-directed on-demand learning. Thus, from a single learning style, individuals can now adopt a combination of learning techniques that will help them easily fit into any workspace. As organizations continue to transform, it becomes imperative to continually expand the variety of learning styles they offer their employees. This creates an environment for continuous learning and knowledge sharing.
As with the continuation of remote workplaces, organizations include virtual team challenges or training sessions on maintaining focus and managing stress while working from home. For example, organizations run mental health and wellness webinars or run virtual games or chat sessions for employees over a cup of coffee on Friday nights. Such sessions help employees, who have been working from home for over a year now, to relax while keeping them motivated.
Provide growth opportunities
Additionally, organizations that want to retain their talents can help their employees plan their careers. First, organizations can take the first step in understanding an employee’s personal goals and career aspirations. Plus, they can help them understand the skills and the latest digital tools they need to own or learn to excel in their careers. In addition, organizations must also provide learning opportunities for employees who are mobile and available to them whenever they have the time to access them and in a way that is convenient for them to fuel their professional growth.
In addition, organizations also need to create internal opportunities that include a promotion, a new assignment, or a lateral move. These will not only expand an employee’s capabilities, but also broaden their career portfolio.
In conclusion, it is well known that change is difficult; change is often frightening and divisive. But change is necessary to progress. So, as technology continues to advance, it is imperative that next generation learners also understand the need to expand their learning with it. It is essential for hybrid workplaces to fully harness the potential and preferences of all learners who will be part of the future workforce.