5 Tips for Change Management When Moving to Modern Learning Culture

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Organizations that invest in making a seamless transition to modern learning will see greater adoption and ROI.

Change management can be a tricky part of making the move to a modern learning culture; learning and development professionals often have difficulty understanding how to make a seamless shift that creates minimal disruption in the organization.

McKinsey recently conducted a study to understand how companies can help employees embrace change management. In their study, they identified a strong correlation between meeting business objectives and change management capabilities within the organization. In other words, organizations that invested in their change efforts also saw better adoption and return on their investment.

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An effective change management program is critical for ensuring a smooth transition to and the effective adoption of new, modern learning initiatives. Here are five tips for supporting your efforts to create and nurture a modern learning culture within your organization.

Communicate the need for change

One of the most common yet most avoidable obstacles to change is a lack of understanding within the organization for the need to change. Leverage your senior leadership and management teams to deliver a targeted communications plan that outlines the current landscape and why your organization needs to make the move to modern learning. Leadership involvement will not only help you to answer pending questions but also build confidence and develop buy-in among employees.

Address employee fears

With the business world changing at an increasingly rapid pace, employees are expecting employers to be more open and honest than ever.  One of the most common reasons for employee resistance to change during a period of transition is fear of the unknown.  As the culture of the organization changes, both new and seasoned employees can feel pressure to understand where they fit into the larger vision. It’s important for leadership to be transparent and openly address their teams’ fears, even in situations where the answer is “we don’t know yet.” That kind of honesty will make the leader more relatable and help them to build trust within their team.

Connect the dots

Human beings are extremely curious individuals, especially when certain decisions and action plans affect them directly.  Leaving your employees to their own devices when it comes to understanding how an organizational change will impact them and what will be expected of them in the future will leave your entire workforce in chaos. Help them to connect the dots by frequently addressing how making the move to a modern learning culture will impact their particular roles.

Engage the entire team

Everyone has something to contribute during times of change.  However, when making a significant shift that will impact how an organization operates going forward, employees who are close to the end of their careers can slip through the cracks.  Although Millennials will make up three-quarters of the workforce by 2025,  the remaining 25% has something to offer as well.  Engage those employees by allowing them to share their expertise and institutional knowledge to help facilitate your organization’s move to modern learning. This will not only make them feel valuable as your learning culture modernizes, but it will also increase collaboration and creativity among the entire organization, and ensure that you’re capturing critical organizational knowledge.

Monitor engagement

One of the main reasons why organizations are shifting towards a modern learning culture is to increase engagement across the enterprise.  The best way to gauge both employee engagement and adoption of your modern learning initiatives is by monitoring their involvement using both qualitative and quantitative indicators. This will support you in assessing your organization’s progress along the path to change and making any necessary adjustments to your change management plan.

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