How to Create a Culture of Continuous Learning

Many skills that were important just a few years ago are no longer relevant in the workforce. In fact, even some jobs have become obsolete. To remain competitive in today’s market, you need a workforce that’s adaptable, innovative, and informed. How to achieve this? Create a culture of continuous learning.

According to LinkedIn’s Workplace Learning report, 94% of employees say they would stay at a company longer if it invested in their learning and development. Younger talent is particularly interested in continuous learning opportunities. If you’re a company in an industry that’s struggling with a skills gap, the solution may be in your hands.

Why is Continuous Learning Important?

A company that facilitates continuous learning encourages its employees to gain new skills aligned with the organization’s goals. It’s a way to future-proof both your talent and the company. Deloitte’s Leading in Learning report shows that continuous learning firms are 46% more likely to be first to market, experience 37% greater productivity, and are 92% more likely to innovate.

Apart from doing wonders for the success of your organization, skills development is also a talent magnet. As discussed above, continuous learning is one of the main priorities for job seekers today. It matters for retention, too. Over a quarter of young talent says not having the opportunity to learn and grow is their number one reason for leaving a job.

The fact of the matter is, demonstrating to employees that they are renewable resources makes them feel valued. It will inspire them to be more engaged and committed to company projects. Team learning can also be a way to boost morale and keep satisfaction rates high.

So, how can you create a culture of continuous learning and skills development in your workplace?

1.     Provide Learning Resources

Don’t assume that your employees are going to upskill themselves. Between a full schedule, unexpected daily tasks, and personal responsibilities, who has the time? Provide them with learning tools. There are various ways to conduct skills development.

• Webinars
• Subscriptions
• Online courses
• Mentorship
• Workshops
• Job swaps
• Team training

With so many options, it makes it easier for all employees to participate in continuous learning at their own pace. Offer these resources on an easy-to-use platform. Rather than drowning your employees in work and skills development, provide easy learning techniques that they can discuss with managers and access whenever they like.

2.     Upskill Managers

To create a culture of continuous learning, managers must lead by example. They work directly with employees and know their strengths and weaknesses. At the end of the day, managers are responsible for performance and growth. They will be more willing to assist their team’s development if it means better results.

You also shouldn’t underestimate how much managers can motivate other team members. Their encouragement can be the push that many employees need. With their insights into individual employees, managers can suggest the best learning resources or skills to focus on.

Offer your managers on-the-job support. Ensure they have someone to turn to when they run into issues. Provide regular upskilling training sessions that involve all managers. Leaders can learn from each other and then nudge continuous learning in the rest of the team.

3.     Choose Relevant Skills Development

As aforementioned, employees are busy. Don’t waste time forcing skills development in areas that won’t be relevant tomorrow. It won’t help your organization and it’ll likely just annoy your employees.

Be mindful of industry trends. Research what your competition is posting on job vacancy ads. Follow tech and digital news. You can offer employees engaging and relevant learning opportunities to motivate skills development.

Some skills apply across the board, such as soft skills. But certain hard skills are very specific to individual roles. This means that employers must personalize skills development. Ask employees what they want or need to be learning. Use managers who know individual roles better for guidance. It may be time-consuming, but so is replacing workers every time you have a skills shortage.

4.     Offer Real-World Practice

Often the skills that employees develop along the way will be relevant to their everyday tasks. Sometimes, however, they may not feel confident to apply them. It’s important to provide stretch assignments or involve employees in projects they wouldn’t usually take on. This is a great way to challenge employees and boost their confidence through accomplishment.

In these real-world scenarios, ensure that employees have a mentor to refer to when they feel uncertain. They will also act as representatives for positions to strive for. As employees have a chance to use their new skills in real time, their motivation to learn will increase. Motivated employees are generally more engaged and satisfied.

5.     Create Employee Profiles

To manage the continuous learning in your organization, it can be useful to create employee profiles. These should track completed courses or training and map career projections.

When employees can see where their career is heading, they’ll have a better sense of direction regarding their skills development. It’s easier to know what you need to learn when you can see what role you’re aiming for. It’s also incredibly motivating to see how you’ve progressed from your starting point with the company.

Additionally, it’s easier to manage your learning when all completed or ongoing courses, attended webinars, and training is in one place. These profiles should be accessible to managers and employees.

Continuous Learning & Skills Development is an Investment

It may seem like facilitating continuous learning in your workplace is a hassle. But thorough and organized learning opportunities can mean the difference between remaining competitive in the market and falling behind. Continuous learning and skills development is an investment. Employees who are supported to grow can contribute to your company’s success better.