Take a seat. Log in. Dust off those textbooks. Schoolwork has a whole new meaning because workplace learning is now in session!
The incoming class of new hires is sending a clear message that learning and development at work must be a priority for employers. Recent polling from LinkedIn indicates that 76 percent of Gen Z job seekers are looking for more opportunities to learn or practice new skills.
They may be leading the pack in this regard, but Gen Z is not alone. The desire to develop skills is growing across the working world, spurred on by a variety of factors. For workplace learning to work, leaders need to embrace soft skills research in order to build the right programs for their workforce.
New Learning for a New Kind of Workplace
First, there are two major factors driving this shift towards increased workplace learning opportunities. For one, COVID-19 completely upended the traditional working environment for countless companies. With the expansion of remote and hybrid work, training professionals adapted many in-person training exercises for virtual settings. While this may have been a barrier for some employees based on their preferred learning styles (more on that later), it also expanded access to on-demand training for many.
Second, with expanded remote opportunities came an expanded hiring pool.Employees were no longer limited to geographic requirements for consideration. This, coupled with talent shortages stemming from the Great Resignation, also caused hiring managers to rethink their processes with diversity in mind. Instead of limiting a team’s growth potential by focusing on a narrow set of required qualifications, employers began opening their minds to different kinds of candidates. Now, there’s more space for individuals who may not have a lengthy resume, but who show potential and a willingness to learn.
After all, the hardest part of hiring is getting the right people on board!
Learning Your Team’s Learning Styles
However, now organizations face a new challenge: Building workplace learning programs that help employees develop the skills they need to succeed in a way that’s personalized to their unique learning styles. As Kate Tornone notes in HR Dive, “It’s not enough to hire a diverse workforce; to be an inclusive workforce, everyone must have an opportunity to learn in whatever style works best for them.”
One shorthand for learning styles is known as VARK, which is an acronym referring to four distance preferences when it comes to learning:
- Visual: Using images to understand new information.
- Auditory: Using listening and speaking in settings like group discussions to understand new information.
- Reading/Writing: Understanding through the power of written words, such as note taking while reading.
- Kinesthetic: Learning by doing in hands-on, situational training sessions.
While it’s true that individuals most often learn through a combination of these styles, identifying employee preferences can have a big impact on the efficacy of L&D efforts. To get there, employers need to dig into the science of soft skills in order to gain a deeper understanding of who is on their team.
Starting Your School of Skills
Before diving headfirst into a new education plan of action, stop and take stock of what’s needed for your workforce. In addition to identifying skills gaps to close that would boost productivity, the Society for Human Resources Management (SHRM) recommends surveying employees about their training interests. “A successful learning and development program shouldn’t be solely about the company’s needs…Adding opportunities for personal development…will communicate to employees that their personal growth is just as important to the company as their productivity.”
Taking this a step further, consider having your workforce complete a soft skills assessment to gather a more holistic understanding of their approach to learning. In addition to their preferred learning style, the right assessment can provide eye-opening insights, such as the best way to provide feedback. This level of detailed people analytics can go a long way towards building a workplace learning environment tailored to the needs and preferences of your unique workforce.
Class Dismissed?
Hiring and retaining top talent is increasingly difficult in a tightening labor market. LinkedIn has uncovered that 51 percent of L&D professionals note internal mobility as more of a priority in the COVID-conscious workplace. This stands to reason, seeing how employees at companies with internal mobility stay in their jobs, on average, about twice as long. When it comes to onboarding, upskilling and reskilling programs, it’s no longer enough to simply offer these opportunities; it’s time to build personalized solutions driven by the data of people analytics.
Are you looking to go beyond surface-level training programs to connect workplace education with soft skills data? Learn how Talentobe’s MyPrint assessment can provide a deeper understanding of your employees personality traits, motivations and behaviors.