Making the most of Learning at Work Week 2022

How to organise a kickass event your people will want to attend

Learning at Work Week 2022 (LaWW) is coming up fast. The annual event, to be held from 16th to 22nd May 2022, is designed to help businesses foster a learning culture by promoting the importance of learning and development (L&D) in the workplace. This represents a great opportunity for organisations globally to link up both their business and cultural agendas in one fell swoop and, at Let’s Talk Talent, we can’t wait to take part.

In fact, we’re already busy planning our very own kickass event to support the HR community.

LAWW is a great way for HR leaders to encourage employees across the business to learn something new, expand their skill sets, create connections and overall make learning a regular part of their professional (and personal) lives. An operation like this requires careful thought and planning, as generating the kind of results you want won’t just happen by hanging up a few banners in the office or sending a few emails.

So how can you make it something your people will want to turn up to?

We’ve got a few tips to help you maximise your results and ensure your version of LAWW 2022 will be the kind of awesome happening your people can’t wait to turn up to. 

Our top Learning at Work Week tip: use a marketing-first approach 

If we had one piece of advice to give, it would be to treat LAWW just like a marketing campaign. Put on your marketing shoes and start promoting learning in the workplace by following the marketing guidebook:  

  • Set your main goal 
  • Get to know your audience
  • Craft key messages that will resonate 
  • Pick your communications channels 
  • Map out your tactics 
  • Define your KPIs 

If this sounds good, here are a few more details on each of the above steps so you can both design and implement a plan of action that will generate positive results. 

1. What do you want to get out of Learning at Work Week 2022?

To promote learning in the workplace may sound like an obvious goal, but we suggest you dig deeper and ask yourself: what’s the big problem you’re trying to solve?

The answer to this question will give you a much clearer focus, allowing you to create the right experience. For example: will this be part of a wider L&D strategy focused on supporting your people’s career progression? Are staff struggling to switch off and could they benefit from additional tools to help them look after their health? Do you want employees and managers to have better career conversations together and if so, how could you link LAWW to your performance management cycle?

All of your HR efforts should be consolidated and directed towards your most pressing issue, so start the planning process by first thinking of the changes you want to see happen within the employee experience, and work out the rest from there. 

2. Getting to know your audience

Your talent pool is made up of a diverse and eclectic bunch of people, so you’ll need to split them up into smaller groups in order to understand them better and size up their needs and learning styles. Use available data to categorise staff into key groups, such as leadership, management and staff. If you can, go a step further and create learning personas by identifying the various career stages your people are at. Are they experts or specialists? Managers? Technical staff? Starting off or have they been working in their field for a while? Find out more about the learning resources each group currently utilises, how they integrate learning into their lives, and where they find their training material. 

The aim of this exercise is to better understand each group’s learning style so as to better tailor your event plan, both in terms of activities and communications. This step is crucial as it will lead to the creation of a programme that will speak to your people’s hearts and hands. 

3. Craft your key messages that will resonate 

Now that you know exactly what you are trying to achieve and who your main target is, it’s time to craft your message. Step one should be deciding whether or not you want to wrap your event around a particular theme. This year’s official theme has been unveiled as Learning Uncovered. However, you should figure out what will work for you based on your main goal. Is this step necessary? We believe so. According to Jo, MD at Let’s Talk Talent, picking a theme aligned with your business strategy will help you come up with a much stronger call to action. 

Then, make sure you launch your campaign early so you can create a buzz around LAWW. And don’t forget to involve your internal communications team. They will be your best ally and will ensure you approach your project with a customer lens. They may also help you find out who else from the business needs to be involved, whether extra resources could be made available, as well as fit your campaign around the wider organisational calendar to ensure maximum impact. 

4. Pick your communications channels 

“2022 is still a very different year,” says Jo. “There is constant debate about whether an in person, virtual or hybrid format would work best. Here, every business is different, so go with your gut.” Some LAWW participants will be fully back in the office, others entirely remote, and some will offer up activities that cater to both channels. Establish what would suit your talent pool best. 

Then, find out which learning resources are already in place and what works well with your people. Could you use webinars? Online or micro courses tailored around your theme? Are virtual panels or live conferences a hit with your staff? Do you have internally created content, or could you unlock access to some external platforms, such as Coursera, Udemy or LinkedIn Learning? Knowing which channels are both popular and available to you will shape your tactical plan. 

5. Map out your Learning at Work Week activities programme  

We’re finally into the nitty gritty of the operational tactics! This step is about finding the perfect mix between social and professional events, virtual and in person, internal and external resources and speakers. By now, you should have enough information to determine: 

  • Which are the right courses or resources to offer your people during LAWW?;
  • How you’ll deliver them. 

Don’t forget to put on your customer lens here. Whichever resources you pick, they should be based on your audience and what will get them motivated enough to start making learning a part of their daily routine. To do so, go through what’s available to you, and what you need to unlock for your people so they can get the full benefits of Learning at Work Week 2022. Have a look at the LAWW website for inspiration and some free resources with which to build your activities programme. Many partners also offer free options, so check out webinars, online courses, checklists and ebooks you may have access to.

6. How will you know your Learning at Work Week event worked? 

As soon as you set your main objective for LAWW 2022, start thinking about how to measure success. There are two ways to do this: outputs (the hard metrics) and outcomes (the softer cultural elements). Both are equally important when it comes to evaluating the precise role your event played in generating change. 

Step one should be to review the event itself through KPIs such as sign-ups, attendance and engagement. But assuming your efforts are part of a wider L&D strategy aimed at bringing about cultural change, how will you measure that improvement? It’s important to think beyond the actual week by setting up feedback mechanisms such as staff surveys, Pulse surveys, interviews, focus groups or any other means to get good qualitative feedback.  

Conclusion: How to make the most of learning at work week 

At Let’s Talk Talent, we don’t need to be convinced of the importance of learning in the workplace. We believe that events like LAWW 2022 are a great way to support both your business and HR L&D goals. As such, we do hope we’ve inspired you to get on board and start planning your very own LAWW event using our tailored marketing approach. Doing so will not only ensure your programme of activities is successful and impactful, but also supported by the entire business.

So get going with planning your very own kickass event, the kind of event that will generate a renewed wave of energy and motivation amongst your people. 

If you have any questions or need a bit of inspiration, don’t hesitate to book a meeting with us directly or have a look at our online resources. Or download our brand new Learning and Development whitepaper here.

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