3 Trends in Employee Training and Development for 2022

By Jennifer Ratliff, VP of Training and Development

Technology has re-written the playbook for just about every aspect of business. Add training and development to the list now too. 

While online training is nothing new, changes in remote and hybrid work, increased use of social media, the need for flexibility and reduced attention spans have all led to a surge in new formats and other ways to train and develop staff in 2022. 

In addition to flexibility being key, the need for employees to learn in a more personalized way and the increased demand for mentorship programs will all come center stage for HR teams looking to develop staff in today’s challenging work environment.

Here are three trends in training and development that will help employers attract and retain employees in 2022:

1. Flexibility

Employers need to exercise greater flexibility and utilize several different delivery mediums to engage employees in training. 

For one, the way people view learning has changed. We all have different learning styles – and that’s always been the case – but in today’s environment, we see an increase in the demand for people’s time. Employees continue to express an interest in shorter, bite-sized learning assets such as micro-learning formats, abstracts, mobile apps, and other point-of-need training. 

When it comes to learning and development, technology has helped to ensure newfound flexibility for the last two years, but it is also not the end-all solution for all learners. Successful training and development programs will apply the solution that best works for the course’s objectives and each learners’ needs appropriately. 

This requires the ability to personalize learning more effectively. For IAT, this means upgrading our Learning Management System in 2022 to a new, sophisticated platform that incorporates AI technology. The AI technology provides custom recommendations for learners based on prior completed courses, delivering curated channels of content, targeted microlearning videos, and flexible learning paths. Additionally, we’ve offered employees licenses to LEADx, a mobile application that provides AI-powered executive coach nudges, microlearning and the ability to personalize content based on the setup of a personal profile.

2. Personalized and Blended Learning 

Comprehensive training and development programs continuously build upon themselves. New programs incorporate a skills assessment, 360-degree feedback and other development tools so each learner can understand their own strengths and areas for improvement. No longer is the traditional lecture suitable because learning should consist of strategies that allow people to engage through effectively designed material and content as well as through discussions, case studies, role plays and other scenarios.

Learning doesn’t start and stop with a single event. Effective learning programs are embedded into the fabric of the organization, blending learning strategies, pre- and post-work, and reinforcement learning. At IAT, 360 feedback, skills assessments, as well as communication style and personality self-assessments are all integral parts of our learning programs. These activities help each learner understand where they need to further develop.

3. Mentorship Programs

Beyond traditional training, employers can attract, develop, and retain strong employees by encouraging professional relationships that foster growth and learning. Mentorship programs are a great way to do this, connecting them to professionals who can help them navigate their careers one-on-one. 

Mentorship leads to higher job satisfaction, as 91% of mentees report they are satisfied on the job. Maybe that’s because they have the potential to earn more as well. Some studies show mentees experience higher salary increases, and feel more confident and empowered at the office.

At IAT, we have over 50 mentors at various levels in the organization. Employees can interview these mentors to find the right fit for their professional development goals. When a match is made, the organization then provides tools to help with the relationship and goal development, including agendas, prompts, and templates to guide the process. 

Is in-person training a thing of the past? 

Many organizations are asking if in-person training is no longer a viable option. While companies have transitioned many of their enterprise learning and development offerings to virtual delivery, onboarding training should remain in-person as much as possible. 

A strong onboarding process is key to integrating new employees into an organization’s culture and existing workforce. The more you can create a sense of belonging upfront, the more likely employees will feel invested and connected to their work. This often requires being in the office, meeting others face-to-face and experiencing and learning the company culture first-hand.  Regardless of when training occurs in one’s employment journey, the benefits of organic networking should also be considered. For all of these reasons, when possible, conduct in-person training. Doing so while leveraging technology, flexible options and encouraging active learning opportunities will help companies stand out. 

No matter how your organization trains and develops staff members, remember that neither training nor development is not a one-time event. The organizations that continue supporting their employees from onboarding through milestones in their careers encourage a culture of growth and longevity amongst their workforce.

To learn more about IAT’s training and development, click here. If you’re looking for a place to grow your career, view our current openings.

Guider. Mentoring Statistics: The Research You Need to Know. February 2020.