Dr. Gleb Tsipursky – The Office Whisperer
Nirit Cohen – WorkFutures
Angela Howard – Culture Expert
Drew Jones – Design & Innovation
Jonathan Price – CRE & Flex Expert
Creating a learning culture within an organization is fundamental to fostering a sense of belonging and loyalty. When employees see that their growth is a priority, they are more likely to form emotional bonds with their workplace, reducing turnover rates and increasing overall job satisfaction.
In a business landscape where 88 percent of organizations are concerned about employee retention, providing learning opportunities is a crucial workplace strategy.
Studies have repeatedly shown the benefits of a positive learning culture. In fact, 94% of employees stay longer in companies that invest in their professional development and 70% of workers say learning improves their sense of connection to a workplace. Not to mention that if such a culture is in place your workforce can upskill in the ways and timing your organization needs to stay competitive.
The Value of a Learning Culture
Developing your current employees is a distinct advantage when competing for the best workplace talent. When asked the strongest reasons for choosing to work for their current employer, Gen Z employees report that learning and development is in the top three.
But offering training is not enough. Many Gen Zers and millennials feel their managers are missing the mark on key areas of their development. They want managers to provide guidance and mentorship, not just oversight of daily tasks.
Successful companies create a culture and environment where learning is celebrated and supported. This means valuing learning as a path to mastery and also making it safe to take risks and make mistakes.
Must-haves to Build a Learning Culture
1.Turn your managers into strong coaches
First, ensure that your managers are effective coaches. Coaching is a powerful tool in the learning process.
When managers apply the right blend of skills and clarity coaching (two different styles) it helps build employees’ competence and confidence. I’m also a big fan of strengths-based models or processes, like appreciative inquiry, because it helps employees know how to harness their peak performances to make them daily occurrences.
2.Value growth and improvement in your performance system
Most performance rating systems are based on outcomes, not effort. But if you only assess how people perform you miss an opportunity to empower a positive learning culture.
Several studies show that when people are measured on growth and improvement they step up and improve. We all know top performers who never grow or improve — they have managed to find a job that is a nice match to their current skills. And while they may do good work, they are not reaching for their fullest potential.
I also recommend that you assess every employee’s growth, which you can measure through effort put into learning, measurable improvement in a skill, and passion for growing. This should comprise a quarter to a third of your overall assessment, so that in addition to rewarding your top performers, you reward your top learners, too.
3.Make learning easily accessible
On-demand learning, from online learning courses, empowers employees to seek and find their own answers when they need them most. Neuroscientists have found that people retain this type of learning far longer than just being told what to do. It also aligns with best practices in adult learning theory.
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Consider online learning courses that your team can access 24/7 from any smart device. All kinds of valuable learning can be made accessible to employees. A positive learning culture recognizes and rewards all growth and improvement.
4.Diversify your training options
Not every type of learning works for every person or situation. This is why you need to use blended learning to maximize your options. In-person learning can contextualize learning for your organization and provide opportunities for hands-on practice as well as collaboration.
While on-demand learning supports “just in time” training and maximum accessibility. And don’t forget to provide demonstrations by your top performers to accelerate the upskilling of others.
Your employees possess the potential to drive your organization to the next level. You are sitting on a gold mine that is just waiting to be harnessed.
If you create a positive culture of learning, you will reap the benefits learning provides and set up your organization for long-term and sustained success.
