The impact of covid-19 on corporate training is especially severe for organizations that were highly dependent on face to face instructor led training. They were not prepared for the sudden need to move training online, and the challenges that came with it – budgetary constraints due to economic instability, lack of infrastructure, experience with remote learning, and most importantly, ill-prepared trainers and learners.
The impact of COVID-19 on corporate training is too great to be ignored. Consumer behavior and spending are changing at a quick pace due to lockdowns and restrictions. Businesses are trying to stay afloat by introducing new products and services, reaching out to customers, and reorganizing modes of operations. In the same way due to social distancing, leaders need to search for alternatives to face-to-face classroom training.
However, organizations cannot pause critical workplace training, even as they move toward working remotely. To continue to deliver effective training, L&D leaders need to adopt new training strategies and establish or configure virtual training solutions. Moreover, if there’s one lesson we need to learn from the present situation, it is the necessity of future-proofing training. Shifting from face to face to virtual training is just the first step toward that. To understand the pain points of leaders in the current situation, let us gauge the impact of covid-19 on corporate training.
Tips to Lessen the Impact
On a positive note, you can take this opportunity to implement a few much-needed innovations in your workplace training. Here are some tips for learning leaders to help lessen the impact of covid-19 on corporate training, future-proof workplace learning and development, and foster a new and improved learning culture in their organizations. They will come in handy as you reimagine your workplace learning or Instructor-led Training (ILT) –
- Shift from Classroom to Virtual Training
- Learning leaders are being tasked with shifting their face to face classroom programs to virtual training as quickly as possible. For most of these virtual programs, ensuring the same level of engagement and efficacy seen in the classroom is critical, to meet learner expectations. You can choose between synchronous (Virtual Instructor-led Training or VILT) and asynchronous learning (eLearning) methods to go virtual.
- Create a Repository of Digital Learning Assets
- Fast forward to the next few years (as we move toward a world more in tune with remote working): Workplace learning is going to be more social, collaborative, and multi-dimensional. With technology enabling on-demand learning and sharing, everyone in the organization is going to look for formats that facilitate learning and sharing.
- Reconfigure Post-Training Support
- We know that learning is a process, not just a one-off event. And to overcome the ‘forgetting curve’, learning has to be spaced over time and repeated at regular intervals. For learning to be effective, post-training solutions are as important as the primary training. This can be executed during the virtual learning journey through pre-reading, online discussion forums, and post-learning reflection activities. Another effective approach is to implant learning in the workflow by providing digital assets for performance help when needed. Let’s take the case of sales training for a new product. After the completion of the training session, you need to provide performance support to enhance employee performance right before they meet customers.
The learning industry is facing the impact of covid-19 on corporate training like never before. As we navigate through all the confusion and uncertainty, we can make this an opportunity to review our workplace learning. Applying intentional design and delivery strategies to create social, effective, and captivative learning solutions, will lead to adaptable (and future-proofed) learning solutions, effective in crises and also during ‘good’ times.