Seven L&D trends SMEs need to know about – and how to implement them
12 March 2024
7 min read
As an SME owner, HR or people manager, L&D will be firmly on your radar. Equipping your staff with relevant skills is vital if you want to stay competitive in an ever-changing environment.
So, what L&D trends look to dominate the landscape in 2024?
(Side note: it goes without saying that AI-driven personalisation packed a huge punch in 2023 and is clearly here to stay, which is why it’s not made our list.)
1. Microlearning
What is it?
Bite-sized bursts of learning, usually delivered online, taking an average of 5-10 minutes to consume, and giving the learner just enough knowledge to achieve a specific, actionable objective.
Why is it important?
These super-short courses are a fast-paced way to upskill at speed and an ideal way to introduce new skillsets or refresh existing knowledge. Plus, our brains like this style of learning as we tend to retain more information when it’s presented in small chunks. Microlearning particularly appeals to the time-poor (isn’t that all of us?) and can be a great way start building a continuous learning culture in your organisation (see below).
How can you implement it?
Microlearning can be a powerful addition to SME training programmes, so look for a provider offering courses that both meet your immediate needs and will also continue to provide value in the future. However, as there’s only so much detail you can go into in a few minutes, it’s worth choosing a provider that offers more traditional, longer e-learning and/or in-person courses as well – so you’re covered for weightier subjects too.
2. Embracing a continuous learning culture
What is it?
Implementing a learning strategy that supports employees’ development on an ongoing basis.
Why is it important?
In the past, learning hasn’t been seen as a priority: as it didn’t deliver immediate financial impact, why bother? But times have changed. It’s now one of this year’s key focuses for SMEs. Continuous learning means staff will be able to adapt to changes more quickly (technology, regulatory, etc.), and it’ll also increase individuals’ confidence and productivity, boost creativity and innovative thinking, and reduce churn. Plus, if your staff is up to date with the latest knowledge and skills, your company will be in a far more competitive position and you’ll avoid being a victim of Future Shock.
How can you implement it?
If your business already has a clear L&D strategy, that’s an excellent start. If not, begin by identifying skills gaps before choosing a suitable training provider and then creating personalised learning pathways for each job role. However, the all-important thing is to get staff buy-in. How? Make it one of your company’s core values and lead by example: invest in your own L&D, share updates with staff and regularly check in with individuals – use 121s and appraisals to keep reinforcing the value of learning.
3. Gamification
What is it?
A way to boost engagement using typical ‘gaming’ elements such as leaderboards, badges, streaks and points.
Why is it important?
It makes learning more enjoyable and can even help motivate staff. I’m sure you’ve heard every popular podcast host talk about the dopamine effect: it’s released by our brains when we do something fun or anticipate a reward, and this then makes us want to do more of it. Well, it’s no different with L&D. If you want your staff to keep learning and feel pride in their achievements, consider gamification!
How can you implement it?
Set up competitions between teams or individuals – with a prize for the winner – which encourage them to keep learning and developing. You’ll need a way everyone can track their progress over time; see if your training provider has gamification elements in their platform. Gamifying learning can have the added benefit of encouraging cross-team conversation and collaboration, making for a more harmonious workplace (as long as the competitive element doesn’t get out of hand, of course).
4. Data-driven learning
What is it?
Creating personalised training programmes that meet the specific needs of your staff and your company, using data and analytics collected by your learning platform.
Why is it important?
Naturally, you’ll want any training to be as impactful and engaging as possible. By using up-to-date analytics, you’ll be able to see the effectiveness of your L&D strategy in real time and fine-tune as necessary. In short, by taking a more targeted approach you’ll avoid wasting resources on things that deliver zero benefit to your business.
How can you implement it?
What analytics does your LMS collect? Can you see real-time data? Are you able to view company-wide performance as well as drill down into each employee’s stats? Using this data, you can refine team/individual learning goals and pathways. Just remember to keep checking in and tweaking your approach to ensure your strategy continues to have a positive impact on the business.
5. Accessibility
What is it?
I don’t think you’ll need to ask this question as inclusivity’s such a hot topic right now. But needless to say, it’s important your L&D strategy caters to all styles of learning, so that everyone in the business can benefit.
Why is it important?
Regardless of background, situation, ability, age, preferences or needs, everyone is entitled to equal opportunities, and it’s up to each company to make sure they’re providing this. Being able to offer a more personalised learning experience is vital and will also help you instil a continuous learning culture across the whole organisation.
How can you implement it?
No doubt you’re already aware of legal accessibility requirements (if not, this is a good place to start). From a learning perspective, your training provider should be able to accommodate a wide range of individual needs, such as offering different styles of learning (e.g. visual, auditory), a web-accessible platform, and the ability for learners to complete courses at their own pace.
6. A greater focus on soft skills
What is it?
Helping your staff cultivate their interpersonal skills – skills that aren’t specific to a role yet play an important part in building positive relationships both within the workplace and with customers. These cover everything from communication techniques to resilience, emotional intelligence, conflict management and leadership.
Why is it important?
These types of skills are the perfect complement to ‘hard’ skills (those required to do your job). By contrast, investing in soft skills can build stronger teams, encourage innovative thinking, and create thriving work environments.
How can you implement it?
Your training provider may already offer soft skills courses. But if not, many others will. Make it a non-negotiable part of your continuous learning culture.
7. Mental health and wellbeing
What is it?
According to the National Institute of Health and Care Excellence (NICE), this is about “creating the right conditions for mental wellbeing at work”. This includes having a “supportive and inclusive work environment, including training and support for managers and helping people who have or are at risk of poor mental health”.
Why is it important?
You’ve probably seen it in the news recently: poor mental health is on the rise, particularly among younger workers. This is costing the UK economy at least £118bn a year. By having a proactive approach to mental health and wellbeing in your company, and prioritising employee wellbeing, you’ll be in a better place to avoid becoming part of this statistic.
How can you implement it?
Mental health and wellbeing should be key elements of your L&D strategy and include courses on subjects such as mental health awareness, sleep hygiene, stress management and mindfulness. But it’s not enough to just provide the training, you also need to make sure employees are aware it’s there and normalise its use. This will help remove any stigma associated with mental health conditions and build a happier, more supportive workplace.
If you’re looking for a trusted provider who’s able deliver all the above – and more – we’d love to put our hands up for the job. Our platform is designed to help today’s SMEs upskill and retain staff with a range of 700+ CPD and RoSPA-certified courses, covering everything from mandatory training programmes to industry-specific knowledge, personal development, mental health and wellbeing, and soft skills. Could we be the right fit for your business? Book an obligation-free demo today.
