Reimagining Learning in 2021: Virtual Learning is here to stay

As yet another year comes to a close, I like to take a moment for reflection. I think it’s especially important to pause and think back to what we’ve learned - both personally as well as professionally - from the many twists and turns of 2020. Every aspect of our lives was uprooted as we began working from home in early spring, and we’ve spent the following months creating new routines, adapting to uncertainty, and building resilience. However, what does all this change mean for the future of work? 

As an early indicator, last week, our News Team showcased Big Ideas we’re anticipating for the year ahead, and it’s always so interesting to see what trends they think may emerge next year. So, in the spirit of “Big Ideas” and 2021 predictions, we’ve also thought about what the future holds for the learning industry, based on trends seen from LinkedIn Learning over the last several months. Therefore, I’d like to share a few thoughts on what I see in store for 2021, specifically around the future of learning and how it will increasingly tie into our (virtual) professional lives.

Online learning will continue to grow

Over the past year, we’ve seen the amount of time people spend on LinkedIn Learning triple. And it’s my prediction this will only increase in 2021. Whether they’re looking to upskill to secure a new job or to learn new skills to adapt to changing circumstances, people are turning to online learning as an accessible, on-demand option for professional and personal development. Even when in-person activities fully resume, online learning will continue to be embraced as an effective way to learn new skills, thanks to its ease of use and capacity for personalization to an individual’s specific needs. I’m proud of our teams for working hard to release, on average, 50 new courses a week this past year, and I know there’s still more we can do as we see the shift to online learning continue.

Hiring will focus more on skills learned than background

From layoffs to business realignments, the pandemic kick-started a shakeup in the labor market that has had many workers looking for new opportunities, and many companies hiring for new types of positions. In light of this transition, recruiters and hiring managers will begin to focus more on the skills learned by candidates than on their previous employment history or formal education. 2020 reinforced the importance of adaptability among businesses as well as their employees, and the smartest companies will take a skills-based approach to hiring in the future in order to remain competitive. The reality is that most people’s career paths aren’t linear, and they may learn new skills that are different from their past experiences—especially with learning opportunities becoming more readily accessible through online formats. It’s time for our hiring processes to recognize this, and to focus on skills learned and aptitude to grow rather than exclusively looking at past job titles or degrees.

Continuing education opportunities will be a perk, not a chore

Investing in your team is a value I’ve held close to my heart since my early days of engineering leadership. Ongoing learning or continuing education opportunities have been offered by employers for a while, but at times these offerings felt more like a chore than a benefit. This is because the learning material was more focused on skills that helped employees continue to do their current job, rather than providing a foundation for future growth. But it’s my prediction that, as hiring becomes more skills-based, continuous education opportunities will also shift to open up more constructive ways for workers to grow into their next dream role. Learning content will focus less on what employees need to know to maintain the status quo, and more on new topics that will allow them to expand their skill sets. Similar to other benefits like paid time off or a gym stipend, a continuous learning program will be a perk that smart companies use to retain talent. It’s a win-win situation: companies get more skilled, motivated employees, and employees can cultivate skills that will help with long-term career growth.

Claiming 2020 as the year of challenge and change would be a bit of an understatement. As we’ve overcome many obstacles so far, I’m inspired to take the lessons we’ve learned and use them to better prepare us for next year -- realizing the uncertainty that is sure to come. For me, this year has reinforced that leadership is defined by how you react to a crisis and find a way forward with resilience. What have you learned from this year, and how will it shape your 2021?