Successful managers and decision-makers are the ones who know how to anticipate changes and roll with them as multiple factors continue to wreak havoc on morale and retention. In the wake of pandemic policies, social unrest and economic uncertainty, training and development initiatives must focus on worker-first policies. Perks and fringe benefits in the office are no longer enough to drive success and improve retention, and most paradigms have been shattered. Successful leaders are the ones who can navigate these changes, especially with an increased focus on employee well-being and morale.
From the first onboarding session to the most seasoned member of upper management, training and development is ever-evolving but always essential. Here are the key emerging trends you should be focusing on this year.
Upskilling and Reskilling – Pandemic disruption roiled workplaces around the world, but it’s not the only disruptive force at work. The breakneck pace of technological advancement, especially in AI and automation, is already having an impact. A high-priority focus in training and development in this environment is upskilling and reskilling your existing workforce.
DEI Policies and Initiatives – More than maybe any other factor, DEI policies continue to be an urgent issue that leadership must address and embrace. Inequities and exclusion hurt your workforce, and they hurt your bottom line. DEI policies are top-of-mind issues for most workers, and it’s vital for decision-makers and managers to keep up with the times. Workplace training on diversity, equity, and inclusion must be part of your approach this year.
Hybrid and Remote Training and Development – Remote and hybrid work in the post-pandemic world is a new reality, and it’s important for management to embrace these changes. Hybrid training and skill development aren’t the future; it’s a very present and urgent demand. Your goal is a great training outcome, not a waste of time for all involved, and a resentful, disengaged workforce. Providing development opportunities that support hybrid or remote workers is vital.
Clear Pathways to Progression – The needs of employers and employees are changing on what can feel like a daily basis, but training and development focused specifically on progression pathways are evergreen. Employees with a sense of workplace mobility and a clear pathway to that goal are more engaged, more productive, and more invested in company culture.
Human-First Training Experiences – If the Great Resignation and quiet quitting trends taught leadership and management anything, it’s that invested employees are vital to success. Putting the human behind the job title first is key to retention; tailoring training and development tactics to that person is the key to successful growth.
Data Security Training – Ransomware, malware, and other data breaches are a constant concern in an ever-connected and tumultuous world. As a result, HR managers and leadership must focus on data security training for all employees. Increasing your workforce’s awareness of data privacy and critical asset protection will be vital in 2023.
Microlearning – Forget lengthy training sessions with tuned-out employees; on-trend management embraces microlearning for more effective training and development. Flexibility is a must in the modern workplace, and training is no exception. Breaking learning up into bite-sized, less time-consuming chunks is more effective and efficient, not to mention a morale booster.
The world and the workplace are changing, but staying on top of the trends essentially boils down to two things: flexibility in training and development and compassionate, human-first policies. Corporate learning strategies that embrace a rapidly changing world while centering on the individual are more effective, and they can keep your workforce invested in an inclusive, supportive environment. With the right approach, it is possible to stave off quiet quitting impulses and minimize turnover while supporting impactful employee growth strategies. Amid the challenges and stressors of the new normal, there are possibilities insightful managers and team leaders can capitalize on to boost retention, growth and the bottom line.
