Preparedness for Learning (Learner Shock)

The Issue

Due to evolving labour market conditions, mid-career workers are increasingly confronted with the prospect of returning to a learning environment such as through training or school, often 20–50 years after their last educational experience. “Learner shock”, the experience of frustration, confusion and anxiety that comes with exposure to unfamiliar learning, teaching methods and expectations can be a powerful barrier to completing training or pursuing additional education that could lead to the successful transition to a new position or industry. Cost and time barriers are additional challenges that can prevent mid-career workers from keeping up with shifting skills demand in the workplace, and result in longer periods of unemployment, reduced lifetime income and disruption of family life.

What We Investigated

Project organizers assembled an advisory group, conducted a survey that included 943 participants and performed an environmental scan to inform the development of training modules for mid-career workers in Manitoba aged 18 years or older.  The training modules designed for this project examined whether an educational intervention could promote feelings of control, reduce negative feelings such as anxiety and uncertainty around learning and increase motivation to engage and complete job-related training. The modules were intended to mitigate the adverse effects of learner shock (e.g., drop-out, low attendance), and promote the success of adult learners across industries including wholesale trade, retail trade, administrative and support services, waste management, remediation services, educational services, health care and social assistance, and accommodation and food services. 

The modules were delivered to 28 participants in a remote-learning environment.

What We’re Learning

Review consultation results carefully
The original sample for the online survey of workers collected nearly 2,000 responses, but more than half were fraudulent. Some of the fraudulent responses were from participants making multiple attempts and others were from bots. Project coordinators spent a significant amount of time cleaning the data before it could be used, and they ended up with a sample size of 943 responses. 

Pivoting to virtual delivery can impact participation
Only 28 people completed the training on learner shock, and the project coordinators had been expecting far more. Unfortunately, the implementation of the modules coincided with the second lockdown due to the pandemic in Manitoba. This forced the project to pivot from face-to-face sessions to remote learning, which coordinators believe decreased interest in participation. Despite the low numbers, coordinators received positive feedback from participants on the value of the modules.

Why It Matters

Mid-career workers face psychological barriers that prevent them from participating in and completing upskilling and career development opportunities. Many mid-career workers can experience insecurity, discouragement, mistrust in the education system, and doubts about the value of their work experience. These are significant barriers to participating in learning and career planning, but these can be addressed through individualized attention. 

Decision-makers supporting mid-career worker transitions should look to address these psychological barriers in their training to sustain engagement and encourage completion.

State of Skills:
Better labour market transitions for mid-career workers

There is considerable promise in the role digital tools and virtual career services can play in improving access to training and career development, particularly for those with geographic barriers or constraints such as family care or other work responsibilities.

Read Thematic Report