Re-energising the workforce: Six priorities to beat fatigue

Re-energising the workforce: Six priorities to beat fatigue

When learners have only 24 mins a week to learn, how does L&D help them beat the pressure? 

At our latest Learning Studio Session, we looked at learner fatigue and how to re-energise learning culture. We kept one eye firmly on the future and the other on driving value and maximum impact today.

We itemised six key priorities for learning teams, to beat learning fatigue and build a culture of curiosity.

1: Understanding change

Change is essential to growth. But L&D needs to be resilient to its disruption and embed formal structures to manage ‘change as normal’.  We looked at how to build structures secure and resilient enough to support learning in the short-term, but flexible enough to encourage learners to collaborate, explore and drive innovation from the ground-up.

2: Learner-led or leader-led?

Changes to the organisational mission are usually mandated at the top and work downwards. But learners understand their roles and challenges better than anyone. So L&D must manage that tension, making evidence-based decisions upon the available data.

Prioritising new skills should come from the C-suite’s analysis of current and future requirements. L&D add value by balancing both priorities and maintaining intelligent systems to provide clear information for the decision making process.

3: Performance tools

This clarity comes from better understanding of learners. Today’s learning platforms are sophisticated enough to deliver experiences that trigger meaningful behaviour change and provide actionable feedback.

Making individual progress transparent, and mapping expectations to clear frameworks inside an open appraisal system makes learning something ambitious individuals can see personal value in. They take it seriously and make it a part of their mission.

4: Better systems and data

Following the rule of ‘garbage in, garbage out’, better learning tools give better evidence to analyse. Feed that data into an ongoing skills gap analysis to identify high-value learning opportunities.

5: Learning inside-out… and outside-in

Learning ecosystems are composites built out of people and behaviours (inside-out) just as much as technology, structures, and deliverables (outside-in). Learning teams need to juggle an equally complex blend of methods and approaches to suit current and future needs.

6: How we feel about work

In the era of automation, L&D will take increasing responsibility for the successful management of quintessentially human skills: leadership, decision-making, empathy, collaboration, creativity.

This takes trust.

Trust that the learner has a meaningful role to play. And trust that the learner is working to build out the goals the organisation must deliver.

High-value employees are activated, engaged learners who equally balance loyalty and ambition. These are human qualities L&D is uniquely positioned to nurture and direct.


Click here to download the notes and priorities from the Learning Studio Session.

The number one priority for the experts at our Studion Session was ‘being resilient to change’. We are hosting a webinar later this month that shows you how to develop resilient, secure-first, people-centric working cultures as you develop your 2020 strategy.

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