Three organizational L&D barriers and how to overcome them

Providing your employees L&D opportunities has a myriad of benefits. There is a significant increase in employee performance as they learn new skills, and it also helps in retaining them for a longer period.

L&D pros are responsible for understanding employee learning needs and creating L&D programs dedicated to fulfilling these needs. They need to ensure the training content is relevant and engaging.

Having a well-curated and well-structured L&D program that addresses all employee learning needs is very powerful in ensuring employees become more efficient in their work. This leads to increase in business profits and provides a better ROI.

But there are certain barriers most L&D pros face which reduce the impact of the training program. Being aware of these can help you avoid them and refine your training methods for optimum success.

Let's look at 3 major barriers to organizational learning & training, and how you can overcome them.

  1. Not providing simplified learning solutions:

Often the content being used to help employees learn new skills is so complex that they fail to relate to it. This creates a huge barrier because everytime they try to learn, they feel overwhelmed and may even feel demotivated after repeated incidents like these.

To overcome this, L&D pros need to ensure that the content is presented in a way that's easy to understand. Make use of micro-learning concepts to break down heavy topics. Create small digestible modules focused on only one topic at a time.

Additionally, make use of animation and games to explain difficult topics. The brain’s capacity to process visuals is faster than text. Creating videos with story-telling to explain concepts will allow employees to relate easily with it and learn faster.

  1. Not making the training material easily accessible:

When the platforms used for delivering training content are complicated, it becomes difficult for employees to access it. This reduces their will to engage with the content. It also leads to a huge waste of resources and money as training programs are expensive to build, and it can be disheartening if employees do not make the most of it.

To tackle this, it is important to provide flexibility in learning by delivering training on mobile devices. Since it is easy to log in to a course on a mobile device, employees will be able to access training material quickly whenever they need it.

With various tools available now that provide mobile learning support, it is now easier than ever to make sure your L&D programs are accessible without much hassle. One such very popular tool is the Ultimate Kronos Group that helps employees learn through an easy-to-use mobile application.

  1. Unsupportive culture:

Often employees are stressed trying to balance work and learning, and hardly find any time to dedicate to a L&D program. One of the reasons for this could be unsupportive managers who do not attach any importance to employee learning.

If managers or employers don’t leave employees free to attend training, employees will feel frustrated due to the failure to dedicate time to learn new skills. This can eventually cause them to completely give up on a L&D program.

To overcome this barrier, organizations need to train managers first to ensure they understand the value of supporting employees in their learning. It is important to emphasize on the need to have a continuous learning culture, so managers ensure employees have access to training programs and attend them diligently.

Conclusion:

Developing L&D programs is a complex task and must be done with great planning. Keeping the above mentioned tips in mind will help you develop an L&D program that is not just successful in capturing employee attention, but also provides great ROI.

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