3 ways to keep L&D relevant as burnout reaches new levels
When workers barely have the bandwidth to do their jobs, how much room is left for learning?
By | Kathryn Moody | www.hrdive.com
It’s a turbulent time to be a learning professional, sources told HR Dive.
As parent employees grapple with school closures due to omicron variant outbreaks, and workers deal with pressures inherent to losing co-workers to the Great Resignation, L&D may find itself in a mire, surrounded by competing needs and expectations.
“People are just whipped,” Ben Granger, head of EX advisory services at Qualtrics, told HR Dive. “They’re tired of the uncertainty. Companies are trying to respond to a lot of this by adding more stuff.”
Employers are adding learning benefits for a reason: to keep workers on board as their peers leave in droves, especially those in low-wage jobs with high worker populations, like retail and hospitality. Employees say they want learning opportunities at work; surveys have shown that tech workers, for example, want more training from their employers. Companies like Kohl’s, Target and Walmart have stepped up to offer no-cost degree programs to their hourly workers.
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