Why Businesses Need To Adapt To The New Science Of Learning

There’s a distinct sense of certainty covering the business industries of today. It’s not that nuanced at the moment, yet everyone is aware of it.

And with the way the business landscape is evolving into the future, that certainty, and perhaps to a certain degree, anxiety is more than justified. That’s because what may have worked before doesn’t mean it’s going to work a decade from now. In fact, with new technologies and unprecedented changes coming up as fast as new businesses do, even leading corporations sometimes have trouble keeping up.

The numbers themselves prove the collective unease, and around 80 percent of CEOs say that they’re worried. It all usually boils down to three factors, whether their businesses can carry over to the future, whether their employees have the necessary skills to do so, and whether  they even have employees like that in the first place.

“Finding and hiring employees with the key skills they need to succeed in the digital world continues to keep CEOs awake at night,”  said one report.

As such, businesses should learn how to evolve to be able to build the workforce that the future needs. New skills should be learned while the old ones should be updated.

And while it can get pretty confusing to decide where to start, here are two good strategies that businesses should follow:

  1. Employee freedom – Traditionally, development ladders are built to be followed step-by-step, with a focus on workers learning specific skills to fit the job and prepare for the next. However, workers know better now, and as such, this is no longer recommended. What companies can do however, is to let the workers find their own way, all the while guiding them and providing them with the necessary tools. Studies have shown that workers who get to have more control of their work life are more excited to learn, more excited to work and more productive when it comes to output. Letting themselves feel like the master of their own ship after all, is always a good spot to be in.
  2. Less lectures, more work – Another outdated approach is to force employees to learn skills via hours of presentations and meetings. While not always a bad thing (some instances still warrant it), following what is called as the four-stage “Learning Loop” can be much more beneficial for both employer and employee. The process includes introducing new knowledge or skills to an employee via an easy-to-understand medium, letting them consume it on their own, providing feedback on how they’re able to translate it at work and letting them reflect whether they need to improve or correct some mistakes.

As such, following an approach where employees can feel more like people rather than cogs in a machine can lead to better outcomes that can easily last into the future.

Office women in the office Free-Photos/Pixabay