Employees are more likely to stay at a company that prioritizes training, especially if it improves their skills and job performance, according to a 2023 survey. In addition to employee retention, the benefits of an effective learning and development (L&D) program can also include stronger employee engagement, loyalty and increased productivity.
With the rise of remote work, new technologies and a call for continuous workplace learning, the traditional workplace L&D model must be thoughtfully updated. Episodic training events and one-time courses are incredibly expensive and ineffective compared to dynamic and integrated learning approaches that incorporate L&D into the employee experience.
Integrated learning marries L&D initiatives into the broader organization. With this approach, learning is aligned with the company’s strategic objectives and key progress indicators (KPIs). Integrated learning aims to create an ecosystem where learning initiatives are fused seamlessly with employees’ daily work and the larger organization’s priorities and goals.
No longer will employees pause work for a scheduled training session: L&D will be assimilated into their workflow so they’re learning as they complete assignments or collaborate on projects. Embedding learning into the flow of work enables people to access learning at the moment of need and apply it immediately, which increases the likelihood of retaining their new skill or knowledge.
For example, a newly minted manager can access an idea-generation technique a few hours before she leads an important brainstorm. Or an employee in a stretch role can utilize a foresight method that enables him to identify trends or threats a decade from now. A junior employee can take a 15-minute course on email shortcuts — and use her newly freed-up time for extra projects that make her more visible to management.
Like the shift away from one-off learning events, the measurement of a successful program is also evolving. Instead of measuring L&D impact by the number of courses completed by employees, today’s L&D pros are quantifying their investment by business outcomes: number of ideas generated, issues identified, processes simplified and hours saved. Whichever metrics you choose, be sure to establish a baseline before launching the integrated program.
To demonstrate success, it’s essential to calculate where things currently stand for each of your three to five metrics versus where you want them to be. For example, if “increase in number of quality product ideas each quarter” is one of your metrics, and employees are currently averaging 40 quality ideas per quarter, then 40 is your baseline. To simplify measurement three months from now, consider charging at least one employee to capture the number of quality product ideas across the company each month.
As you integrate learning into your employees’ workflows, lean on best practices like active, bite-sized learning that’s delivered in multiple languages with videos, interactive guides and retention quizzes. Reinforce employee learning through features like weekly skill challenges and digital coaching sessions that connect new knowledge to real-world assignments — which boosts information recall.
I strongly believe that the future of L&D lies in integrating learning into the flow of employees’ work. In addition to designing easily accessible learning paths that intersect with employees’ moment of need, utilize established best practices like interactive features, immediate application, and reinforcement activities. Choosing the right metrics ensures that your skill-building programs are translating into measurable business outcomes, like more innovative ideas, streamlined processes and time saved.
Workplaces with continuous and integrated learning can also encourage a culture of curiosity and creativity. When you prioritize and reward skill-building, you’re cultivating the right conditions for innovative thinking, creative problem-solving and challenging the status quo. While innovative cultures don’t manifest overnight, continuous and integrated learning lays the foundation for transformation — as well as higher productivity and employee retention.
