Delivering a better on-site experience has been a top priority for L&D managers ever since employees made a swift comeback to offices. Training strategies are now transforming to accommodate in-person instructor-led training programs rather than virtual sessions. Unfortunately, not all workers are eager to return to in-person training.
How can you overcome resistance and encourage people to come to training with an open mind and willingness to learn? Our brand new ebook explores these very challenges to provide 5 practical guidelines that will help you develop a better on-site learning experience.
One of the primary reasons people are less motivated to attend in-person training is the growing preference for flexibility in learning. According to a report by LinkedIn Learning, 74% of learners want to learn at their own pace, which is often not possible in traditional classroom settings. Millennials, in particular, are inclined towards online courses, with 87% stating in a Gallup report, that career development opportunities are important in a job, but they prefer digital formats. Gen Z, on the other hand, values interactive and socially engaging content but often feels that in-person training lacks these elements. Even Baby Boomers, traditionally more accustomed to in-person learning, are increasingly exploring online options due to the convenience and availability of a wider range of topics, as per an AARP article.
With such evident challenges, run-of-the-mill training programs don't make sense anymore. L&D managers must get innovative with courses and training that appeal to a wide demographic and their preferences.
The ebook, 5 Strategies for a Smooth Transition from Virtual to In-Person Training, is a practical guide for learning organizations.
Here are some guidelines to help you develop a better on-site learning experience:
- Communicate Early & Often
- Build A Community
- Take A Hybrid Approach
- Accommodate Individual Differences
- Invest In Your Instructors
Today’s workers are used to having access to real-time information. This is especially important to Gen Z who matured during the uncertainty of a global pandemic. To build trust and a stronger connection, take the time to listen to their concerns and provide open access to information. The ebook goes on to share FAQs on communication with learners and the details to include.
Incentivizing workers by promoting ILT as an opportunity to find a mentor, socialize with coworkers, or discover professional development opportunities, is a great way to build a case for continuous learning and a learning community. Furthermore, we’ve seen that trainees will be more engaged and motivated to learn if you integrate elements of the technology and entertainment that they use in their everyday lives. Download the ebook to understand how you can seamlessly include these strategies in your existing initiatives.
No matter the direction you take to be successful, keep your learners’ needs in mind. Communicate openly, and design your training sessions to allow for some autonomy and flexibility while still providing structure for collaboration and connection. This is where ELB Learning can help. Our team of learning strategists and instructional designers bring their expertise to drive learning in organizations. Together, we can help you create better learning experiences that deliver results.
