Organizations Change their Learning Strategies in the Light of 'The Great Resignation' Phenomenon

IBL News | New York

In the light of the Great Resignation phenomenon, when over a third of people are considering quitting their jobs at an alarming rate, many corporations are re-evaluating their learning cultures and policies.

A Degreed research report, titled How the Workforce Learns, found that according to data based on a survey of 2,400 people, companies driving change are shifting their focus to creating conditions for learning.

To keep workforces more skillful and agile — and therefore competitive — organizations are crafting roadmaps intended to embrace a culture of continuous learning. These are five takeaways:

Upskilling comes from experiential learning or learning in the flow of work. Thus, this learning should be digitized and make accessible to all workers.

The workforce is more engaged in the 70|20|10 models: experiential, interactive, and instructional.

Structured learning should be consistent, i.e., attending a class or workshop nearly every month.

Classes, workshops, or other formal learning opportunities should be offered on a regular basis using a blended learning approach. “Flipped classrooms” will allow people to play a more active role in applying their skills and teaching others. This will improve knowledge retention.

Feedback, insights on skills progress need to be shared, making sure the workforce understands that advancement gives people incentives to update their profiles and look for collaboration, learn, and growth opportunities.

IBL News | New York

To keep workforces more skillful and agile — and therefore competitive — organizations are crafting roadmaps intended to embrace a culture of continuous learning. These are five takeaways:

Upskilling comes from experiential learning or learning in the flow of work. Thus, this learning should be digitized and make accessible to all workers.

The workforce is more engaged in the 70|20|10 models: experiential, interactive, and instructional.

Structured learning should be consistent, i.e., attending a class or workshop nearly every month.

Classes, workshops, or other formal learning opportunities should be offered on a regular basis using a blended learning approach. “Flipped classrooms” will allow people to play a more active role in applying their skills and teaching others. This will improve knowledge retention.

Feedback, insights on skills progress need to be shared, making sure the workforce understands that advancement gives people incentives to update their profiles and look for collaboration, learn, and growth opportunities.