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August 7, 2020 by Blog

Building a High Impact Learning Culture

According to research performed by the Wharton Professor of Management, the growing skills and learning culture gap in today’s marketplace were highlighted. The research showed that 50% of companies offer learning benefits, but the other half relied upon employees working independently to improve their skill sets.

Today those numbers remain virtually unchanged.

According to a survey, it is shown that a majority of organizations do not have programs to develop the skills of their workforce, especially in succession planning, mentoring, and learning.

The study found:

  • Only 41% of employees said they have opportunities to grow
  • 50% of companies have a mentoring program, but less than 40% of executives provide job shadowing and job rotation
  • Less than 25% of companies use a learning culture as a method to improve retention, engagement, and loyalty.

Develop High-Impact Learning Culture

To become the type of company that attracts and retains top talent, organizations and employers need to initiate a high-impact learning culture.

To help you understand the process better, we have listed down a few factors to practice and consider.

Develop A Learning Strategy

Don’t fall back on check-the-box training or basic compliance. Invest in learning culture and learning programs with a rigorous focus on efficacy, user experience, and quality. Also understand that just because you invest in a learning tool or technology to support learning culture, does not guarantee employee adoption and engagement.

Curate the right content and have a long-term vision to build the most impactful learning culture and an effective learning program.

Train And Promote From Within

Instead of seeking outside talent for every role, bolster the skillset of the frontline managers who’ve been in the trenches. Building your leadership teams from within preserves institutional knowledge reduces training and on-boarding time, lowers turnover costs, and frequency—not to mention gains the trust and appreciation of your already established employees.

Hit The Ground Running

Strong organizations that support learning culture execute thoughtful training initiatives early in the talent acquisition phase, like during on-boarding and in the initial week plans, to instill the habit of learning in employees. Training new employees are your first chance to establish the presence of the learning culture at your company and can go a long way in keeping one going well after they’re settled in.

Keep ‘em Learning

Promote continuous learning as part of the façade of your company’s core beliefs. Encourage knowledge-sharing, offer learning incentives, and put a keen focus on quality training — not to mention celebrate employees who take a personal interest in learning outside of work.

Use Real Business Scenarios

Encourage embedded learning practices that stress reflective and experiential learning. Help employees reflect on and learn from actual business problems which help them retain the information, work through future problems, and solve problems on-the-job.

Coach First, Cut Last

Coaching is a cost-effective method of improving performance well before any dismissals are necessary. Improve performance by identifying weaknesses and offering the right kind of training and support to close observable skill gaps.

Integrate Learning Into The Corporate Strategy

Companies that excel in product innovation might emphasize autonomy or a flat organizational structure. Organizations that place a high-priority on productivity are leaders in building trust among their employees. These strategies may differ — but a learning culture can boost all of the above as well as the bottom line. Have a plan for building a high impact learning culture at your organization and soon, the business rewards will follow behind.

The Last Thought

Put these ideas to use, and your company will feel the difference. When learning is ingrained in a company’s values and processes, when its employees respect competence, knowledge, and performance, it can’t help but have a positive impact on a business’s bottom line.

From having an efficient and effective learning culture to celebrating successes, we have all the right ingredients to grow, learn, and make our business flourish and expand. Want to have a little sneak? Go ahead and take a look!

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