Almost every employee in every company has a tablet or a smartphone that lets them gain instant access to every kind of information within minutes. This has created a tremendous opportunity to provide digital learning and in-time performance support. In most of the firms, there is an immense craving to access learning-on-demand, regardless of time and place.

However, according to a study by CIPD, nearly 64% do not offer CPD and if you just cannot provide the content in the way that people wish to receive then actually risk estranging your learners.

The first and foremost thing that L&D makes sure is that every single employee in the organization have the required skills and domain knowledge so that can be productive to the company. And the very next thing that L&D should take care of is the continuous need to think diversely about the endless ways of delivering learning.

Below are the 4 ways that can assist you in achieving this and improve your digital learning ability:

1. Step out of your silo

Talk to your colleagues and friends that are in marketing and communications department and understand how they use digital media. Ask them whether they have encountered any digital challenges and how they tackled them since they must have created an online platform for your company and will be active on social media networking platforms.

As a result, they can share their best practices and provide some productive insights into how you can incorporate digital resources and information to bring value to your learning offering.

In addition, do not limit your recruitment to just L&D specialists. Instead, consider welcoming professionals with digital skills into your team so that you can widen your team collective experience.

2. Get motivated

Various practitioners are just too busy in their day jobs to think anything creative or innovative for learners and about learning. And we see a hell of a lot of examples of how Mobility Solutions is making our lives easier.

When the same trainers can check a mobile application from the office to see if there is any cab or train available at that time, then why can’t they see the endless possibilities of learning beyond a book written training course? Why can’t L&D department provide information and learning resources for employees to access and utilize whenever they need.

Get motivation from the organizations who are ruling the industry in digital learning. For instance, Hemsley Fraser, a learning and development company, has built a microsite, named The Vault. It displays their best-in-class learning interventions and that includes their digital work too.

3. Broaden your learning resources and make them accessible

A comprehensive range of digital learning alternatives and possibilities are now available and that includes online training and courses, webinars,  mobile learning applications, YouTube videos, and much more. Everyone these can be truly utilized as an independent resource or also can be integrated with other ways to support and improve your learning and development interventions.

However, the issue with too many options is that L&D departments can sometimes be like a deer caught in the headlights, not sure what to do next. Assistance is highly required to find exactly what digital learning possibilities will be right for you. Of course, the right strategy will be based on your needs of learning and your willingness to the new possibilities.

That is why offering people a good flexibility in how they wish to learn is important. Begin with collecting as many of your online resources as you can and doesn’t matter whether they are Word or PPT. Make those resources and materials accessible to your team and other people.

4. Create a buzz

At times, L&D teams feel guilt for being dogmatic. Today’s modern learners are familiar with self-directed learning since they are used to getting whatever information they need online. Ask them what learning materials could help them.

You can also create a study forum on your intranet so that you will be able to run some productive focus groups and also get people sharing their opinion about what their expectations from learning.

In addition, try to get the feedback on the digital resources you are offering them. This will definitely assist you in setting new priorities, reviewing your content, and taking good, passionate steps to meet the requirements of your learners.

Final thoughts

Restricted thinking and skepticism about how to continue with digital learning exhibit a true menace to the perceived pertinence of L&D. Nonetheless, with a broadened view, a hope in the potential of digital resources and the strength and spirit to try something different, L&D departments can fight back and reach the diverse needs and prospects of learners. Embracing digital learning is the ultimate solution to becoming fit for the future.