Designated Areas for Group Upskilling

Group training, a central tenet to upskilling, can be deceptively complex. Unlike other modes of employee development, this one may utilize both internal and external resources, which means that whatever space is put aside for this form of upskilling should be useful for employees and professional trainers/lecturers alike. In the example of Hubspot (above), we were able to create a space that had multiple end-uses. The space was well-suited for various forms of A/V equipment, including speaker- and audience-facing monitors, adjustable lighting, as well as room for multiple projectors and easily-accessible ceiling and wall speakers. The use of movable chairs in addition to deployable stadium seating gave the space an enormous amount of flexibility, allowing presenters to easily change the space to best suit their needs. Natural lighting and a strong attention to acoustics was a must in making sure this space was as productive for upskilling efforts as possible. 

Ultimately, this project was a success because all parties involved were able to determine the client's needs at the onset of the project, and the IA Strategy team was able to develop the concepts employed in the new space in tandem with our designers. As IA undertakes similar projects in the future, it is expected that there will be an increased incorporation of newer media technologies (think Virtual Reality), as well as the use of new materials that allow for improved sound management, and more reliance on remote light and sound management systems.

More common than group learning opportunities will be the reliance upon apps, knowledge bases, and training modules that help employees to upskill in their own time and at their own pace. Whether one agrees with existing models that identify different learning styles or not, one will be hard-pressed to find educational theorists that don't discern between those who prefer to learn in group settings vs. more solitary learners. In implementing an upskilled workplace and deciding which programs best suit the space and workforce, it's best to take into consideration the three following determinants:

Privacy and Noise Control

Solitary learners will benefit from having access to spaces devoid of normal workday distractions. Before implementing a solitary upskill program, it's best to identify if the available space provides an environment that's ideal for long periods of intense focus.. This can mean partitions, noise cancelling materials, designated nooks, etc. - anything to help employees concentrate.

Mobility

The number one threat to an upskill program that has already been implemented is time (or lack thereof). Make sure that employees have designated time in their schedule for self-training, but then also ensure that when that time comes, they're able to easily navigate to the appropriate areas. Mobile work stations, multipurpose meeting spaces, careful foot traffic planning, and even wayfinding signage can all have an impact on an employee's ability to transition easily from their work role, to a training role, without spending undue time searching for available spaces, traversing the office, or transitioning their work area. 

Scheduling/Interactivity

Making sure that employees have access to designated self-teaching areas is an important first step. Implementing a room reservation system allows employees to quickly and easily reserve learning spaces while minimizing time spent simply looking for availability. There are several software suites and apps designed for this very purpose, and several ways in which the interior architecture and design team can contribute to the success of these programs, whether it's designing helpful EGD and wayfinding, or simply making sure that aspects of the chosen scheduling tool are accounted for in things such as signage, occupancy sensors, or kiosks.

Monitoring

It's important to give the HR team as well as employees the tools they need to set S.M.A.R.T. goals, and the easiest way to do this is to make sure progress is able to be monitored. This way, employees can hold themselves accountable for maintaining progress, while HR can step in to support employees when progress comes to a standstill.

When it comes to a designated self-teaching area, this monitoring can take many forms, so it's important to know if this functionality comes within the platform of choice, or if there's something the business' design firm can do to augment these efforts. Examples include easily updated, branded whiteboards, interactive LED displays, digital whiteboards, and designated touch screen displays.

The Lunch and Learn

While the kitchen is often too distracting a space for vital learning to occur, the lunch and learn is a time-honored tradition in many industries. That being said, quite a few notable organizations have embraced this tactic as one which can improve employee engagement (not to mention participation).

The design team can accommodate for this type of learning in a handful of ways when it comes time to consider how the lunch and learn is incorporated into the employee training schedule and an organization's culture, including:

- Allowing for increased interactivity via screens or projection walls that make it convenient for presentations to be made, and videos to be watched.

- Improving kitchen acoustics so that the space is less distracting for employees who aren't participating in the learning event, and sound quality is better for those who are.

- Seating that allows for a view of an individual or a raised dais to make a presenter more visible.

- Allowing for A/V equipment or even creating spillover outdoor space for larger audiences.