Balancing Act: Choosing the Right Learning Environment in 2024
Learning, a concise word with the potential to significantly impact an individual’s life, can transform someone from zero to a hero. Humans have always had the inclination to complete one task and eagerly inquire about what’s next, fostering excitement. With the continuous evolution of businesses, employees’ mindsets have also evolved. Nowadays, not only organizations but also employees are keen to explore what’s next in their career journey. It stresses on upskilling and reskilling the workforce through continuous learning to stay relevant.
Modern tech lets employees access thousands of courses with a touch and swipe. This makes learning very accessible. Furthermore, businesses are investing in their internal talent, offering opportunities for upskilling and reskilling to enhance employee retention. This includes well-planned learning and development (L&D) initiatives and mentorship opportunities. The choice of a learning partner, online or offline, is up to employees. It is crucial to make this decision wisely. Many organizations have moved their L&D programs online. Yet, face-to-face classroom learning has some advantages. To better understand the benefits of in-person learning in e-learning, let’s examine the needs of some employees.
1. The Socially Bound Learning :
Meet Zen, a professional who thrives on social connections to stay fresh and boost his productivity. He used to be a part of offline training programs that enhanced his skills and abilities. But with the transition to hybrid work, his learning sessions have now moved to his laptop screen, making his learning slower than usual. The question remains: Will he be able to maintain the same mindset in online learning as he did in the social training environment?
For employees like Zen, a classroom can help answer this. It’s not just about the content; it’s also about the interactions that workplace training provides, setting it apart. In-person collaborations improve learning. They add structure and foster creativity in the classroom. When employees work together to solve problems, they can see how their colleagues learn, their techniques, and how they perform under pressure. This dynamic promotes a culture of continuous learning and strengthens teamwork.
2. The Personal Touch Learning :
Now, let’s meet Tom, Zen’s colleague, who shares a passion for learning and expanding his skill set. However, Tom prefers a custom learning approach. It should align with his unique needs and preferences. Socially interactive or e-learning settings may not always fulfill this, unlike for others. So, what learning method should Tom consider?
Since individuals have diverse learning styles, not everyone learns equally from computer-based methods. Tom, like many others, thrives on a personalized learning approach, and this is where classroom settings truly shine. In a classroom, an instructor can adjust their teaching to fit each learner’s needs. This creates a highly personalized and adaptable experience. Also, this personalized learning lets employees engage with trainers and peers. It creates a simpler, more connected learning journey that leads to better outcomes.
3. Beyond Procrastinating Learning :
Meet Sam, who embarked on an e-learning journey to advance in his current role three months ago. However, despite the deadline last month, he’s been stretching the curriculum, slowing down his pace. It’s not that Sam lacks interest; as he progresses through the modules, he encounters disengagement. This self-paced learning approach fosters a sense of procrastination, with thoughts like “Can I do this later?” disrupting his career trajectory. How can Sam overcome this challenge?
Procrastination is a common hurdle in e-learning environments, and Sam’s experience is not unique. However, by mixing classroom training, individuals like Sam can learn new concepts and apply them at a consistent pace. This leads to completed courses without the need for follow-ups from management. In-person sessions can reinforce prior knowledge. They keep employees motivated for the next sessions. This enhances engagement and insights retention, something that e-learning alone may not achieve.
4.A Welcome Break For Learning :
Meet Ferry, a top-performing employee in the same organization who is constantly tied up in her 9-5 routine. Her daily life consists of logging in, working on tasks, attending meetings, completing e-learning modules, and repeating this cycle. This pattern has trapped her in a dull work routine. It leaves her wondering how to balance her workload with her e-learning. This is where classroom-based training and learning can make a significant difference.
Organizations can offer employees like Ferry a break from their regular work responsibilities through quarterly or as-needed training sessions that include activities and intimate conferences with welcoming amenities such as refreshments. Such events help employees reconnect with colleagues they rarely see, creating an environment of continuous learning. Ultimately, it fosters good work relationships and potential collaborations.
5. Story-Based Learning :
Let’s meet David, a newcomer to the organization who works remotely from a different location. David has been struggling with an e-learning module for a week. He can’t grasp new concepts without practical examples to illustrate the ideas. He tried to get help from his colleagues. But, their schedules make it hard to call. Text-based chats lack the depth he needs. As a newcomer, will he be able to successfully complete this course?
In this scenario, David requires more than just navigating through the module. He needs a story or real-life example to demystify the concepts. It’s like a learning experience often found in a classroom. In a classroom, employees can interact directly with the trainer. This prompts them to give straightforward and relatable examples that are easy to understand within the time limit. This makes online learning more active, helping employees truly understand and remember the content.
In today’s tech-savvy world, organizations can train their employees through new and innovative ways. However, when assessing ROI, a gap often appears. This may indicate issues at either end of the learning process. It all starts with recognizing that a one-size-fits-all approach won’t fully serve the intended purpose. Learning strategies are expert-developed methods aimed at enhancing an individual’s overall learning capabilities. Relying solely on a single learning approach may not yield the best results. In this age of online learning, classroom learning is unique. It can sync learning with work while considering personal commitments.
These approaches show employees that the organization values training. It aims to maximize these programs and evaluate performance together, rather than just providing courses to be passively consumed. Furthermore, they convey to employees that their organization prioritizes training, aiming to maximize the benefits of these programs and evaluate performance collaboratively. These are my views on balancing different learning methods. But everyone may have a unique perspective that doesn’t align with mine. However, acknowledging this approach fosters a sense of trust, boosts motivation, encourages collaboration, and cultivates a culture of continuous learning and excellence.
