Many enterprise companies face significant learning and development challenges now and beyond. The pandemic may have permanently changed how and where we work.
Organizations also face sharp budget cuts while dealing with employee retention issues. These issues and more have led to significant L&D challenges at a time when companies are under pressure to deliver engaging, impactful training courses.
The benefits of solving common learning and development problems
If you can overcome these L&D challenges, your organization will be:
- In a better position to respond to challenges
- More attractive to prospective employees
- Increased employee satisfaction
- Able to take advantage of growth opportunities
Fortunately, the learning challenges below all have workable solutions that your team can implement.
6 common learning and development challenges
Every organization has its own unique set of workplace learning challenges. However, our research shows these six biggest challenges in learning and development continue to vex training teams.
1. Tight budgets for learning and development teams
How do you continue to deliver training to engage learners while facing tight budget restrictions? This is one of the most common development challenges enterprise companies are facing today.
Company leadership may have shifted budget priorities to the digital transformation of business processes after COVID-19, funding recruiting efforts, or increasing salaries and benefits to improve employee retention. As a result, your employee development teams are faced with doing more with less.
How to solve budget-related L&D challenges
You can do several things to bootstrap effective training for your team.
- Encourage knowledge sharing
- Offer access to third-party, self-directed learning options through a learning platform
- Connect with government agencies for free safety and compliance training
- Implement mentorship and cross-training options
These are just a few low-cost employee training solutions your organization can use to meet ongoing training needs while facing budget challenges.
2. Scaling global employee development
Enterprise companies are going global, creating a hybrid workplace. This allows companies to tap into new markets and hire talent from around the world. This undeniably creates opportunities for growth. At the same time, globalization creates employee learning challenges.
Your employee learning and development teams may be faced with overcoming company culture and language barriers. Moving into new markets also means learning new business processes and complying with unfamiliar regulations.
How to solve scaling global organizational performance
The first thing to do is identify the employee learning challenges that are created by scaling your company globally. The next step is to determine where existing training initiatives can be optimized to better meet emerging needs and where entirely new training modules are needed.
Finally, organizations can take advantage of digital technologies that make content creation, sharing, and assessments easier when building training programs that must serve a global audience.
3. Training effectiveness and learner engagement
Employee engagement has always been one of the most prominent L&D challenges many enterprise companies face. The difference is that now, the stakes are higher than ever.
Companies desperately need well-trained employees to face challenges, adapt to new technologies, and take advantage of opportunities. Individual employees are increasingly demanding access to the training they need to work effectively and provide them with professional development opportunities.
How to solve employee learning engagement with training
When training engages, employees are more likely to actively participate and retain what they have learned. These methods will help ensure your training efforts keeps employees engaged and boosts retention:
- Adopt curriculum to accommodate multiple learning styles
- Use visuals to add impact and build interest
- Add gamification to training
- Personalize training where possible
- Share clear training objectives
With the right learning technology, you can create and share personalized learning pathways that help ensure that workers find relevance in their assignments.
4. Training employees in the face of staffing issues
According to Gartner, employee turnover will increase by 20% compared to pre-pandemic averages. Some industries, including hospitality, food service, logistics, retail, and call centers, have been hit particularly hard by high turnover rates.
This has led to a series of learning and development challenges for organizations that include:
- Lack of time for staff to engage in employee skill development
- Urgent need to onboard new staff quickly
- Cross-training employees
- Frustrations with training opportunities leading to more turnover
- Staffing shortages within training departments
Companies must find ways to overcome these challenges, or staffing-related issues will only multiply.
How to solve employee training challenges with less staff
When staffing is an issue, it’s difficult to dedicate staff to lengthy classroom training sessions. Supervisors are less likely to approve of this, and workers may find it a stressful waste of their time.
Instead, learning and development teams need to focus on offering options that work with the needs of the organization and individuals. This includes converting in-person training to online learning and implementing microlearning to make training more efficient.
Companies are now forced to accelerate onboarding to get new employees quickly up to speed. One way to do this is to ensure that your onboarding process is documented so that it goes smoothly each time.
You can also implement pre-onboarding to take care of digital transformation efforts early on. This will enable new workers to be productive sooner.
How to improve employee development opportunities
A lack of professional development opportunities is frustrating for employees. This can lead to more turnover as workers believe their employers aren’t willing to invest in them.
Conversely, organizations that implement personalized training that aligns with workers’ goals can create a learning company culture. Their workers are more likely to see a future for themselves and feel a sense of ownership over the work they do
Work with employees to create customized learning pathways. Offer access to self-directed learning. Empower workers to seek out learning opportunities on their own.
How to improve training effectiveness with fewer resources
If staffing issues have impacted your training team, you will need to modify your learning programmes. These tips will help you meet your organization’s training needs while using fewer resources:
- Working with third-party content providers
- Using training videos
- Updating existing training modules instead of producing new training materials
- Encouraging workers to contribute to and use a company knowledge base
Also, when L&D teams have access to technology to automate assessments, attendance tracking, and other tasks, they have more resources to dedicate to course development.