Engaging Employees in Rethinking L&D Programs

  • As the nature of work and learning continues to evolve rapidly, organizations are reevaluating their L&D programs, often shifting away from traditional in-person training. To ensure the success of these programs, engaging employees in the redesign process is essential. In this post, we will explore some effective strategies to generate valuable feedback and support the restructuring of L&D initiatives.

Connect with Past Learners

  • A great starting point is reaching out to past participants of your training programs. Gather insights into what knowledge and skills they retained from the training and identify any gaps that may have emerged since their attendance. This information offers valuable feedback on the learners’ actual needs, allowing the training team to supplement with relevant bonus content later on. By conducting post-assessments with simple questions like, “Was the training duration appropriate?” or “Did you find the training content engaging?”, you can gauge the level of attention and retention among participants. This insight will help transition towards a “just-in-time” training approach, freeing up time for both the training team and learners.

Connect with Future Learners (and Their Leaders)

  • While you may not always know the exact participants of future training sessions, it’s crucial to plan ahead for your training design. Engage with new employees and their leaders to understand their development needs and how they prefer to learn. By identifying the skills leaders wish individual contributors had and anticipating their future learning requirements, you can better align your L&D programs with organizational goals and foster a stronger leadership pipeline.

Meet Them Where They Are

  • To gain a deeper understanding of employees’ work processes, it’s essential to meet them in their actual work environments. Conduct on-site observations, interviews, or engage remotely to get insights into their day-to-day activities beyond what job descriptions reveal. This contextual understanding will offer valuable insights into how your learning programs can be tailored to align with the employees’ preferred working methods, making the training more effective and relevant.

Be Open to a New Approach

  • If your learning redesign poses challenges, don’t be discouraged. Embrace the opportunity to pause and listen to feedback, rather than relying solely on past approaches. By actively involving employees in the process and being receptive to their perspectives, you may uncover new ways to streamline and optimize your training initiatives.
  • Incorporating employees into the rethinking of L&D programs is an essential step towards creating impactful and future-proof learning experiences. By connecting with past learners, engaging future learners and their leaders, and understanding their work environment, organizations can build more relevant and effective training programs. Embracing a fresh approach and being open to feedback will enable organizations to evolve their L&D strategies and empower employees to thrive in the dynamic world of modern learning.

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FOCUS Training is an interactive leadership development company that has been helping people achieve excellence through understanding and action since 1992.

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