L&D in the Short-Term
Now and in the near future, many organisations will be struggling financially during these uncertain economic times, forcing them to make budget cuts and say goodbye to valued employees and business partners for good.
While it wouldn’t be uncommon for employers under these circumstances to assume they should also make cuts to their L&D budgets (i.e. ‘cutting the fat’ where they feel they can afford it), the irony is that under the present conditions, the best thing a business can possibly do is invest in digital learning and development for their employees.
Yes, it’s true that many organisations have seen a need to reduce the size of their overall workforce; however, when organisations downsize, there’s an immediate need to multiskill employees and close any imminent skills gaps so that business can continue to run as usual with few hiccups. The same method applies to those organisations that have too few people to run their business but can’t afford to hire anyone new.
L&D is a practical function that helps drive a business’ short-term objectives, as well as their long-term direction. The focus is on shaping the desired culture amidst a pandemic, implementing new ways of thinking, developing new behaviors, and driving strategic change and future opportunities.
This means that even in downsizing, albeit with fewer employees, there’s an important role for L&D in any organisation and evaluating how learning strategies should evolve.