Should organisations commit to on-demand learning?

There is no right or wrong way to upskill the workforce, however, on-demand learning has the power to reinvigorate organisational education.

On-demand learning is best defined as a personalised teaching strategy that takes into account how the individual learns and improves at their own pace and convenience. Unlike more traditional models that tend to include a one-size-fits all teaching method, on-demand learning is cognisant of cognitive diversity. 

While conventional models are tried and tested, that doesn’t necessarily mean that they are going to suit an organisation’s workforce, particularly as younger generations join and the older ones become responsible for passing on their teachings in a way that is new, creative and aware of the passage of time. 

So, why should an organisation consider adopting an on-demand system of learning?

Why is it needed?

Before you explore the many ways in which the workforce and wider organisation can benefit from an on-demand style of training, it is important to understand how this method has become so popular. 

According to research, while it pre-dates the global pandemic, on-demand learning took off post-Covid as there was a growing reliance on at-home and online learning. As the office became less of a physical space and more of a concept, in line with work-from-home norms, training became less regimental and took into account an employee’s circumstances. 

Additionally, from the employer’s point of view, depending on the size of the company and the subject being explored, it can be a cheaper alternative to in-person training that may require significantly more overheads, for example, heat, lighting, equipment, materials and trainer fees, among others. 

Essentially, the world of work is a conventional space no longer and it just makes sense that training methods evolve alongside other changing factors and attitudes. 

Minimising gaps

There are currently five different generations contributing to the modern workforce: Gen Z, Millennials, Gen X, the Baby Boomers and the Silent Generation, sometimes known as the Traditionalists. On top of that there are a range of micro-generations, such as the Zillennials and Generation Jones, not to mention in roughly five years or so, Gen Alpha will be joining. 

While age-diversity is crucial to the success of the workplace, it can sometimes result in siloes, where older employees are resistant to change and younger employees, with all of their modern conveniences, are less skilled in more traditional areas. 

Because on-demand learning can cover a range of topics, in a manner convenient to the student and in a way that is less public and less likely to cause embarrassment, employees may try their hand at a skill they want to learn but were previously nervous of. This ability for trial and error helps to bridge the growing skills gap. 

Also, because on-demand learning focuses on how the individual processes and retains information, it means that regardless of how new or old the subject material is, it can be relayed in a way that makes sense to the person looking to improve. 

It keeps the ball rolling

For the most part, we are all busy and our jobs demand a huge chunk of our time, therefore when we are on the clock, we want to be as efficient as possible. So, even when you know it is needed, having to devote a portion of your day to training can disrupt your rhythm and throw you off.  

On-demand learning is a commitment to continuous upskilling, so an important core feature is the ability to learn and improve at a time that makes sense to your busy lifestyle. 

Additionally, by taking control of your workplace education, managing your time and identifying areas of your career that could use some updating you are also learning crucial soft skills that will aid you in any role. For example, time management, delegation and discipline. 

So, if and when the time comes, that you make the difficult decision to move on in your professional life, you can confidently say that you have the skills needed to excel anywhere and that, if there are areas in which you have less experience, you can map out a progression plan in line with your goals and those of the wider organisation. 

The downsides?

As with every workplace system there are going to be pros and cons. In this case, some employees may miss the team aspect of in-person learning. Immersion and socialisation, as well as the opportunity to pose questions in real time, can be an important part of the learning experience. 

Additionally, there may be issues with online connectivity, technology or even a lack of accessible tech, for neurodivergent people, and certainly those are challenges that need to be acknowledged and dealt with. 

But for the most part, on-demand learning is an ideal opportunity to take charge of your professional education and to work towards the skills that you know are going to put you leaps and bounds ahead of the rest. 

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