Organisations are moving away from top-down driven development frameworks and empowering employees to lead their own learning. Some examples of employee-led learning include:
- moving away from a one-size-fits-all’ approach
- creating personalised learning paths to help employees in their current role, next role and future roles;
- basing content on both development needs and interests.
68% of employees prefer to learn at work, according to recent research by LinkedIn, but they don’t always have time to complete learning activities. In fact, the same research found that the #1 challenge for talent development is getting employees to make time for learning.
Over half of employees (58%) want to learn at their own pace depending on their requirements, development needs and interests. But employees still want their manager’s input on how to improve, with 56% saying they would spend more time learning if their manager suggested activities.
Instead of a ‘one-size-fits-all’ approach, organisations are creating personalised learning paths that develop employees in their current role, next role and future career paths.”
Employees Prefer to Learn At Work
Employees Want to Learn At Their Own Pace
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