Ensure Your L&D Program is Recession-Proof

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Checklist: Ensure Your L&D Program is Recession-Proof What does it mean to "recession-proof" your Learning & Development program? When budgets are strict and business is slower-paced, it's a great time to revamp processes, identifying areas where time and money could be saved. When you have the processes and strategies in place to confidently and effectively prepare for an economic decline, you're empowering your organization to not only survive, but thrive during times of uncertainty. Here are 3 steps, along with a checklist of action items, you can take to ensure your L&D program is recession ready and will remain competitive in the market. 1. Skills Development - Upskilling / Reskilling Employees Investing in employees' growth is particularly effective during a recession. Some employees may have more time for training because of a slowdown in business; others may need to learn new skills to cover more re- sponsibilities when headcount is limited. Beyond that, using learning and development to help individuals see their potential at a company increases likelihood of retention, allowing you to avoid the costly processes of recruiting, hiring, and onboarding. Here are a few ways you can ensure you are investing in skill development: Identify the skills that are in-demand and relevant to your industry Assess your employees current skill levels for gaps Determine areas for improvement Give hands-on experience and practical application of the new skill Evaluate the success and adjust as needed 2. Embrace Technology - Automation, Optimization, etc… Your time is a valuable resource. Especially when headcount may be limited, you want to spend as much of your workday as possible on the high-impact things that move your program forward. Here are a few ways you can free up precious hours while still keeping everything running smoothly: Evaluate your current elearning technology for gaps and opportunities for improvement Research and compare different elearning technology options to find the best fit Ensure that the technology is accessible to all learners Invest in high-quality instructional design and content creation Look for providers that offer automatic updates to replace out-of-date content Provide ongoing technical support to ensure that employees have a seamless learning experience Invest in continuous improvement - Evaluate the success and adjust as needed 3. Create a Flexible and Safe Learning Culture Empower individuals to take control of their own learning journeys so that employees are excited to par- ticipate in learning that not only develops their skill set, but contributes to an organizational culture where everyone can benefit. When each employee is growing and coaching others organically and independently, your organization will see an increase in ROI. Here are a few ways you can ensure you are fostering a flexible and safe learning culture: Communicate the importance of continuous learning and professional development Communicate the value of Learner Safety Assess your employees to understand their preferred learning styles Encourage employees to take ownership of their professional growth and set personal learning goals Offer a variety of learning opportunities, including courses, workshops, and online resources Offer different learning formats, including videos, interactive activities, and quizzes.Provide flexible scheduling options to attend learning events during work hours Give recognition and rewards for professional development completion Evaluate the success and adjust as needed OpenSesame Course Public List By investing in learning and development, both individuals and organizations can navigate economic fluctuations and emerge stronger on the other side. Here is a list of courses curated to help you remain competitive and recession-proof,

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