2024’s here and there’s a lot to look forward to, including exciting new approaches to training methods and employee rewards.
Approaches to L&D have changed in recent times and this year will inevitably bring us new technologies, perspectives, and challenges. From the increased use of microlearning to the rise of generative AI and internal upskilling, it’s out with the old and in with the new.
We’ll take you through a few trends for 2024:
AI might be the big unknown in the workplace, but likely you’re already using it in your personal life. From Google and Amazon recommendations to maps that help you plan your commute, it's firmly embedded in our routines.
When it comes to work, many shy away from its capabilities. AI can help organisations build a continuous learning culture that helps enhance employee performance, plus upskill or reskill workers to accommodate changing business needs.
Data from a 2023 Forbes study shows that “68% of large companies, 33% of medium-sized companies, and 15% of small companies have recently incorporated at least one AI technology.” The technology is already there and waiting to be incorporated into L&D provision.
The organisations using AI in the workplace share how these tools increase productivity and task assistance. L&D professionals will benefit from discovering how best to prompt, validate and refine AI outputs for optimal results.
Many organisations are implementing Learning Management Systems (LMS) or Learning Experience Platforms (LXP) to help manage and disseminate learning across the business. This software helps L&D professionals assign and track training, and an LXP or AI-powered LMS uses algorithms to gather data and personalise the learning experience for users.
Emotional intelligence will be critical for individuals working alongside AI. Skills such as empathy, self-awareness, self-regulation, and self-motivation will be imperative. Given the presence of generative AI, we’ll be required to define and face our ‘humanness’ head-on (if we haven’t already). What is it that makes us who we are? What makes us distinct?
Ultimately, a clear learning mindset will be vital for L&D in 2024. Agility, resourcefulness, adaptability and other transferable skills will be essential for navigating rapid developments. Change is inevitable, but it doesn’t have to cause chaos.
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Admittedly, microlearning isn’t necessarily new specifically for 2024. However, over the last few years, it has gained popularity and traction. It’ll be at the forefront of L&D provision this year. Microlearning is one of the most effective training methods for modern learners.
Microlearning is when learning materials are divided into smaller, easy-to-manage chunks. It focuses on the most critical parts of information and delivers information in short bursts to prevent cognitive overload.
High-quality content can be delivered in 3-10 minute blocks, which helps learners retain information and feel a sense of accomplishment once completed. By providing the workforce with short learning material, they can quickly revisit topics and refresh their knowledge at times that suit them.
Moving away from the traditional model of courses and training in L&D can help employees get more out of the learning experience. By giving employees what they need when they need it, organisations are fitting learning into the flow of work for busy professionals. Prioritising resources (delivered at the point of need) over courses reduces the risk of learning materials becoming obsolete before they even get to an individual learner.
In 2024, organisations are predicted to prioritise internal upskilling, investing in their existing employees instead of hiring externally. Doing so helps to close specific skills gaps cost-effectively whilst promoting career growth within the business. Incorporating various training methods can ensure that reskilling and upskilling are effective and engaging.
In 2024, it’s believed that reskilling and upskilling will be centred around:
The nine drivers for reskilling and upskilling in 2024 are:
Recognising and rewarding employees for their participation in training and development can boost motivation and engagement. Organisations can implement employee rewards for completing specific training programs or achieving learning milestones. This could include certificates, recognition in company communications, or tangible rewards like bonuses or additional time off. Incorporating employee rewards into the learning strategy ensures that employees feel valued and motivated to continue their professional development.
Change is happening — AI will streamline processes and personalise learning, organisations will provide more microlearning to help increase retention and reduce the cognitive load, and reskilling and upskilling existing staff will help close skills gaps.
Happy New Year! It certainly looks to be an exciting one so far.
