Making enterprise learning your New Year’s Resolution: a strategic investment in 2024

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Amid the promise of a new year, seize the opportunity to make enterprise learning a cornerstone of your success. Matteo Penzo looks at navigating challenges, saving costs and embracing diversity

As we step into the dawn of a new year, companies are presented with the perfect moment to reflect, realign, and set ambitious resolutions for the year ahead, and indeed for the future. Among the multiplicity of considerations, one aspect that should not be overlooked is enterprise learning – a crucial cornerstone for organisational growth and adaptability.

Well-trained employees are more efficient, productive, and engaged, and this ultimately leads to reduced turnover rates and lower associated recruitment costs

In this article, we delve into the reasons why companies should prioritise enterprise learning in their New Year’s resolutions, navigating the January blues, saving costs, and embracing the diverse needs of their workforce in 2024.

Navigating the January blues

The start of a new year often brings with it a sense of renewal and aspiration. It’s a great time to revitalise your colleagues and set a positive tone for the months ahead. Enterprise learning can be a beacon of inspiration, providing employees with the tools they need to enhance their skills, boost morale, and tackle challenges with newfound confidence.

By making enterprise learning a New Year’s resolution, companies will be signalling their commitment to continuous improvement, fostering a culture of learning that propels their organisation forward in the next year.

Investing in training can save you money

While some may view enterprise learning as an expense, savvy organisations will recognise it as a strategic investment, and one that comes with significant cost-saving potential. Well-trained employees are more efficient, productive, and engaged, and this ultimately leads to reduced turnover rates and lower associated recruitment costs.

An interesting anecdote on this subject is the story of the Chief Financial Officer (CFO) who challenges their CEO by asking what would happen if the company invests in its employees’ training, and then they leave. In response, the CEO asks their CFO to imagine what would happen if they don’t invest, and the employees stay.

Investing in upskilling and reskilling programmes can future-proof your workforce, mitigating the need for external hires and the onboarding expenses that come with this. By prioritising learning and development (L&D), companies create a resilient and adaptable workforce that is better equipped to navigate the uncertainties of the business landscape.

Corporate L&D is never a one-size-fits-all solution

The notion of a one-size-fits-all solution in corporate learning and development is a fallacy. Regardless of the organisation or industry, each employee brings a unique set of skills, learning preferences, and aspirations. Recognising and embracing this diversity is key to the success of any enterprise learning initiative. Tailoring L&D programmes to individual needs ensures that employees receive content that is relevant, engaging, and aligned with their professional growth. By adopting personalised learning experiences, companies can unlock the full potential of their workforce, creating a culture of continuous learning that resonates with employees at all levels.

Tailoring training content

Microlearning – a trend gaining momentum in the L&D landscape – proves instrumental in tailoring training content to individual preferences. This approach breaks down learning materials into bite-sized, easily digestible modules, catering to the busy schedules of modern professionals.

Personalised learning paths can be curated based on an employee’s existing skills, allowing them to focus on areas that genuinely contribute to their development. Moreover, these training modules can even be delivered to your employees’ own pockets by leveraging the corporate chat clients. The flexibility of microlearning aligns seamlessly with the diverse learning needs within an organisation, promoting inclusivity and engagement.

As an example, imagine a marketing professional looking to enhance their digital skills. A microlearning platform could offer short modules on social media marketing, search engine optimisation (SEO), and content creation, allowing them to acquire specific skills without the need for extensive time commitments. This will not only boost the employee’s expertise, but also contribute to the overall growth and adaptability of the organisation.

New Year, new learning

As companies prepare to roll out plans and goals for the new year, making enterprise learning a New Year’s resolution is a strategic move that aligns with the evolving needs of the workforce and the dynamic nature of the business landscape.

By recognising the importance of continuous learning, companies can empower their employees, save costs, and create a resilient organisational culture that will thrive in the face of change. As we venture into a new year, let enterprise learning be the catalyst for success, propelling your organisation toward new heights of innovation and excellence.


Matteo Penzo is CEO and Co-founder of zick learn

Matteo Penzo

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