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.