Reasons To Create A Culture Of Learning In Your Company

What Are The Reasons To Create A Culture Of Learning In Your Company

Why did big firms get alarmed and start investing in training as if their employees were RPG characters? Vasya needs to pump up his speed, because he again does not fit into the deadlines, Pete needs to recharge his mana, because the ideas in his head ended a week ago, and he is, in fact, a creative manager. And Rita will not be hurt by dexterity, because if she spills coffee for the fourth time, the leader's second eye will begin to twitch.

When training is part of the culture, rather than a separate activity, it is no longer perceived by employees as a distraction. They are no longer torn between work tasks and a new course topic, not having time either there or there. Who wants to do a test on their day off? Is that 100% altruist.

Labor efficiency increases

There is a clear positive relationship between a culture of learning in the workplace and high productivity. When an employee sees that “from above” they are interested in his growth and development, providing him with opportunities for learning, he feels his value. And also a satisfied employee = a loyal employee, which means that the likelihood of his leaving your company is significantly reduced.

By the way, in a study at the LinkedIn Learning Center, Millennials and Gen Z admitted that learning and growth are more important to them than promotion. And 94% of the respondents answered that they are ready to work longer in the company, provided that it invests in their education. By the way, in addition to the standard online course in teams, you can conduct:

• food meetings;
• trainings;
• master classes;
• bookcrossing;
• presentations of new projects;
• business breakfasts, etc.

Such events will allow employees to connect, share experiences and inspire each other. We do such practices in our Portland digital agency follow the link and meet with us!

Employees are becoming more responsive

Sometimes it is difficult for employees to switch between tasks that may change over time, especially if the company is growing.

So in the absence of a learning culture, they may face a lack of skills and knowledge to solve problems.

The continuous educational process fosters their flexibility and increases the ability to quickly learn new skills. In a constantly changing market, this is so important, friends.

Who and how ALREADY did it

Take Philips, for example - they have built a self-monitoring and self-learning system with certification of skills at different levels. At the same time, having made an exam on individual skills, the company clearly defined for itself what results it expects in the end.
Of course, an employee can immediately go to the certification exam, but it is unrealistic to pass it without preparation. Therefore, the company offers many opportunities to prepare.

Employees can read professional literature, take an online course, or take advantage of social learning when there is a community system where people educate each other.

But the creators of your favorite cartoons, Pixar, are creative not only in their works. They also approached learning in a special way: they created the Pixar in a Box course, where they provide a set of online academic tools with video tutorials, interactive exercises and practical exercises.
Students are given the opportunity to discover the possibilities that allow Pixar to create worlds, various character animations, and tell stories through their own animations.

In conclusion

The main mission is to think over a strategy for introducing a learning culture so that employees are motivated to improve. And here we also have some tips:

First, show the relationship between learning and performance.

If you see this connection, it does not mean that it is also obvious to employees. Show that their willingness to learn is valued by the company. Use examples from other firms, it will be great to demonstrate statistics and rely on facts.

Second, encourage the application of new knowledge.

Pay attention to how employees are applying new knowledge and using different approaches to solving problems. Be observant. These little things mean a lot to people, because we all want our efforts to be noticed. This is inspiring.

Third, try to facilitate access to educational resources

All employees should have access to learning resources at any time, from anywhere and from any device. So there is a greater chance that they will not abandon this venture. Remember: the more difficult their path to knowledge, the higher the likelihood that they will not reach them.

For training to become part of the culture, the development of employees should not be in the form of one-time actions such as training or seminars, but take place at least several times a week. For example, in the form of discussions.

In the course of training, use tools for involvement, get acquainted with trends in education, make the learning process convenient and mobile for all participants in the process.

May the force be with you! As the saying goes: "You come in, if anything!"