It’s hard to believe 2022 is right around the corner. For many people, it feels like we’ve barely had the time to process 2020, let alone last year.

While there was a mild return to normalcy in 2021, it looks like coronavirus pandemic-related changes will remain in place in some form over the next few years. Businesses and learning and development (L&D) teams everywhere have begun working under that assumption.

But before we look ahead to 2022, let’s quickly review the last 18-24 months.

The L&D Paradigm Shift

At the risk of beating a dead horse, 2020 completely changed the model — how L&D teams work, how training is done and how companies work — everything changed to some degree for everyone.

We learned a lot about shifting to digital work and digital training. We learned how to effectively bring training programs online through modalities like eLearning and virtual instructor-led training (VILT). And that same shift continued in 2021 — so much so that the two years have completely blended into one.

In short, 2021 was the year we refined new processes and made them normal. What does that mean for the year ahead?

3 L&D Predictions for 2022

If the past few years have taught us anything, it’s that nothing is certain. But that doesn’t mean we can’t start forecasting and preparing for what could be coming. Let’s jump in.

Prediction 1: There Will Be a Massive Shift to Focus on Employee Retention.

2021 was the year of The Great Resignation. 2022 will probably be worse.

Inflation is on the rise and people are feeling the pressure to earn more to keep up. It’s a long-held belief that the best chance you have for drastically increasing your salary is by finding a new job.

Beyond the paycheck though, people are looking for more fulfillment and advancement out of their current jobs. They don’t want to be treated as robots, they want to feel invested — they want a path.

They want to come into a job, be trained in what they need to know and feel empowered from the start.

To stave off waves of resignations, companies are going to be scrambling to retain the best talent, and they’re going to rely on training to be a part of those retention efforts. So, naturally, L&D teams will have a huge seat at the table as companies seek to solve retention problems across all sectors by implementing new L&D programs.

Prediction 2: Traditional Training Models Will Die Out (If They Haven’t Already).

The time of the eight-week onboarding cycle is slowly dying and will continue to wither away in 2022.

Think about how people learn these days — at work and beyond work. Most learning happens outside the classroom and usually in bite-size chunks.

I’ll give you an example: Recently I needed to install a door frame. What did I do? I went to YouTube and searched “how to install a door frame.” I got a seven-minute video that showed me step-by-step what I needed to do. I paused and replayed sections of the video as I worked, and, eventually, I successfully installed the door frame.

This is the new model of training — all digital and very self-service.

The same thing happens at work. People go to the person or place to get the knowledge they need when they need it. L&D teams must account for this self-service aspect in their training programs — be it through VILT, eLearning or hybrid models.

Not all training can be moved online, however. There are still plenty of applications that require a classroom setting. But the same principles apply. Move beyond the long hours and weeks in the classroom.

No matter the delivery method, keep it short and stick to the stuff your learners need to know.

Prediction 3: Demand Will Skyrocket for L&D Teams to Use Data to Show Their Work.

The increase in remote and hybrid work, coupled with new ways to onboard, train and develop employees, has made forward-thinking L&D teams critical.

Investment in L&D will continue to increase in 2022, and companies will want to see a tangible return.

L&D professionals know the pressure of demonstrating return on investment, but that pressure will bear down a bit more in 2022. In short, be prepared to demonstrate your value with data.

Insights for 2022 and Beyond

Outside of the above predictions, there are a few things organizations and L&D professionals should keep in mind as they move through the coming year.

Insight 1: Training Is the Cause Of — And Cure For — Every Business Issue.

Many organizations think training can solve any problem.

If someone doesn’t know how to do something, training is often the suggested course.

But it’s also viewed as part of the problem.

If something isn’t happening on time, or the business isn’t meeting benchmarks, training usually gets blamed.

It’s a vicious cycle. L&D teams and organizations need to be realistic about the problems training can solve and how they can solve them. L&D is one piece in the larger puzzle when it comes to a company’s overall success.

Insight 2: Bridge the Gap Between Capabilities, Capacity and Cost.

Organizations often struggle to find the staff to lead L&D initiatives or create instructional materials. And when they do, these things don’t come cheap.

It’s imperative for companies to work with partners who can strike a balance across capabilities, capacity and cost. At the end of the day, it can be more cost-effective to outsource or even hire supplemental staff until you can hire full-time.

The need for effective L&D is greater than ever, so work with a team that can complement your strengths and cover your gaps.

Insight 3: Training Happens Everywhere in Moments of Need.

Training is holistic. It happens everywhere — not just in the silo of a classroom or an eLearning program.

Think about how you learn. Odds are some of the best learning experiences you’ve ever had started with doing the thing you wanted to learn about.

I touched on it before with my door frame example. That’s a “moment of need.” And those “moments of need” are going to be the standard for how training is delivered for years to come. It’s hard for companies and even L&D professionals to say, “we need less traditional training.”

But L&D teams must move past that feeling and innovate to capture these moments of need into their instructional design. By keeping these insights in mind, you should be ready to meet any challenges that 2022 can throw at you.