How to Create a Learning Culture in the Company

People learn and acquire new skills throughout their lives as changes occur on a social and technological level. Nowadays, topicality continues to supplement the knowledge of employees. In this article, learn why and how to create a learning culture. Read more: Boosting Engagement through Learning and Personal Growth.

The importance of learning culture

Involving employees in the practice of continuous learning affects both employees and the company at the same time.

Continuing to acquire knowledge helps the employee to work more confidently. A study found that self-confidence in one’s abilities is related to performance and engagement activities. Namely, 87% of people who continue to learn on their own, admit that it allows them to feel more capable, more secure [5]. Complementing knowledge, skills, and experience increases confidence in one’s abilities, and in this way, employees are keen to create a sustainable and sustainable learning culture.

Specialization in its field raises the company’s competitiveness and the quality of work performance. As employees continue to develop their knowledge and skills, the likelihood of making mistakes is reduced, and the time spent on work is optimized. And it has a positive effect on the company’s short-term and long-term goals. 96% of business leaders consider a learning culture to be important [10].

When employees feel motivated to develop their knowledge, they identify more strongly with the company, and existing employees continue to work in the company for longer.

 Creating a learning culture

Employees are motivated to learn by providing new challenges and inspiration and creating and using company training platforms. To bring a culture of learning to life in a company, many companies create learning platforms, develop face-to-face and online courses, and motivate employees to acquire information and skills that make them stronger in their field.

It is important to provide motivation and preserve its environment. A motivated employee is characterized by a set of activities aimed at better performing their job responsibilities and an increase in productivity. Motivated employees search for information to improve their skills, complete tasks, and participate in the company’s training.

Motivation to learn. The company’s team is motivated by the manager and colleagues’ example, the evaluation system, and the person’s inner values. The supervisor can motivate the employee to learn every day by setting an example and direct reference. 54% of employees say that they would spend more time learning if they received a learning incentive from their managers, 45% of employees would motivate recommendations from colleagues. 49% of employees would be motivated to receive the necessary training for promotion, 28% – if their learning process is noticed (Source: LinkedIn Learning). Read more: How to Motivate Employees to Participate in Training.

When bringing a learning culture to life in a company, it is important to get to know the following factors that interest employees:

• Information platforms that are suitable for employees. In the digital environment, employees are allowed to gain knowledge at their convenience. The materials can be placed in an audio-visual format, which helps to be more interested in and remember what has been learned. Employees choose the most convenient smart device – mobile phone, tablet, or computer. On the other hand, employees who are less connected to technology in their daily lives can supplement their knowledge with printed information materials.
• Inclusion of educational activities during working hours. A company achieves a learning culture if an employee can devote time to learning new skills while at work. JD Dillon, a researcher in learning culture, points out that for learning exercises to be successful, they need to fit naturally into the workflow. A LinkedIn Learning study found that 68% of employees prefer a learning process in the workplace.
• Regularly and briefly. Frequent access to knowledge will make the learning culture stronger and easier for employees to accept as part of their work and growth path. And their length can vary from 5 to 10 minutes each day so that the employee can devote their time to it regularly and keep their attention. Employees learn information mainly in a focused way, devoting a short time to it. Therefore, if the company offers training, a short format for several will interest the employee.
• Practical activities. The successful implementation of a learning culture takes place when the participant has the opportunity to learn information through various learning tasks and apply new knowledge, for example, to perform work duties. Research shows that adults also learn more and better when taking tests and tasks, rather than just reading or listening to information.
• Created for your employees. Involving employees in creating the training platform and learning about their wishes and vision will result in the creation of directly oriented, full-fledged, and specific content. It is worth thinking about why and how employees learn new information that motivates them to do so. And it is important to think carefully about the desired, expected learning outcome. For example, whether the employee changes behavior or acquires new knowledge and skills.
• Feedback. People are also interested in learning about learning progress. Whether it be in terms of points on the learning platform or orally from his supervisor, he sees improvements in job performance and engagement. In 40% of cases, employees look at the evaluation section during training, and in 30% of cases, they compare their performance with that of their colleagues [6]. Employees need to understand their progress.

The style of learning in companies has changed. Now, small, digitized training has become the new traditional way. A study found that new information acquisition techniques increase learning by 18% due to attention retention and time savings.

Bringing a learning culture to life in a company brings several benefits to both employees and the company. A regular and short training is effective, accessible, and adaptable to employees and the company’s specialization. They must provide the employee with the necessary information in small amounts in a place and time convenient for him.

The availability of digital technologies and the Internet facilitates learning and the acquisition of the necessary information. Eurostat data show that in the European Union as a whole, 97% of businesses and 90% of households have access to the Internet, and 83% of households have access to a computer.