Few sectors have avoided the health crisis linked to the COVID-19 pandemic. This phenomenon have marked a turning point for companies and the working world, by making digitalization an absolute prerequisite for maintaining their activity. With remote work becoming the new norm, companies have had no choice but to rethink their methods and models in order to adapt to this new work market.
Many issues have emerged around working remote: how to maintain the link at a distance? How to develop employees' skills and increase their commitment? How to recruit remotely? And how to meet the needs of employees, HR teams and the company at the same time?
The company facing the challenge of remote work
By forcing almost all companies to implement remote work, the health crisis has caused a massive acceleration in the digitalization process of companies. Technology has emerged as the answer to many challenges, including employee training and collaboration. While digitalization has allowed companies to transform themselves to optimize the customer experience and remain competitive, the focus must also be placed internally on transforming the employee experience, particularly with regard to training.
Integrating a corporate learning culture through e-learning is both an opportunity and a challenge for companies. Indeed, with working remote, contacts between employees are put to the test and the risks of workers’ isolation are strongly emphasized. Maintaining team cohesion and increasing employee engagement while maintaining performance is a challenge for all organizations.
Rethinking the learning process means first of all making it accessible to everyone, by integrating a platform that allows each employee to learn at his or her own pace and from any location, all with a specific goal in mind: to make the learner autonomous. The e-learning strategy must allow for complete autonomy in terms of both training and follow-up, so that the employee has the possibility to know his or her progress in real time and about his or her performance. Through this autonomy, e-learning must allow the learner to take responsibility and awaken his or her curiosity thanks to the availability of rich and varied content, based on personalized recommendations.
In addition to employees and the company in general, reconsidering the learning experience is a considerable asset for HR. By centralizing all learning and talent management data into one tool, it saves significant administrative time which can be reallocated to developing the employee experience and improving employee fulfillment.
Meeting the needs of a new generation of employees
The other trend a company is facing is the rise of a new generation of employees whose working needs and aspirations are completely different from their predecessors. This is a technology-driven generation with access to information at all times. Giving sense to their work is the driving force of these new employees. They place the experience and quality of the work environment at the top of their expectations.
So how can we attract these new learners? By focusing on a specific corporate culture centered on the personal growth and development of employees. By offering them a learning experience that is fun, interactive, rich and entertaining. The integration of video, micro-learning, artificial intelligence or augmented reality is a must. Therefore, considering the implementation of an LMS (Learning Management Platform) seems obvious.
On the other hand, we must take into consideration the importance of mobile for this generation. Training must be accessible from anywhere and at any time on any device. Learning is no longer confined to the company but is now done on personal time.
Strengthening employee retention and
commitment
Enhancing the performance of a company is first and foremost nurturing the performance of its employees. And to do this, the relationship between the employees and employer must be sustainable. Employee retention is a major challenge that companies face.
Innovation in learning must guarantee the development of attractiveness and retention for the company. Training must allow the company to open up internal career opportunities to its employees to keep them involved and committed.
Rethinking the learning experience within an organization is a high value-added approach to the transformation of work, the employee experience and the company's development. And the same can be said about maintaining the links between employees and guaranteeing their well-being. Both are important, as much as strengthening the links between the company and all stakeholders.
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