Hi everyone,
I’m exploring ways to build a stronger learning culture at work. What has worked well for you? Any tips on engaging employees in continuous learning or low-cost L&D ideas?
Appreciate your thoughts!
Best,
Acknowledge(0)
Amend(0)
1I’m exploring ways to build a stronger learning culture at work. What has worked well for you? Any tips on engaging employees in continuous learning or low-cost L&D ideas?
Appreciate your thoughts!
Best,
Acknowledge(0)Amend(0)
Fostering a strong learning culture in an organization is a multifaceted task. Here are some strategies that might be helpful:
1. Promote a Growth Mindset: Encourage employees to view challenges as opportunities for growth. This can be done by recognizing effort and resilience, not just success.
2. Continuous Learning Opportunities: Offer a variety of learning opportunities such as workshops, seminars, webinars, and e-learning platforms. This caters to different learning styles and allows employees to learn at their own pace.
3. Learning and Development (L&D) Budget: If possible, allocate a budget for L&D. This could be used for external training, conferences, or courses that employees are interested in.
4. Peer-to-Peer Learning: Encourage employees to share their knowledge and skills with their colleagues. This could be through presentations, mentoring, or simply sharing articles and resources.
5. Leadership Support: Leaders should model the learning culture by engaging in continuous learning themselves. They should also actively support their team's learning and development.
6. Feedback and Reflection: Regularly ask for feedback on the learning opportunities provided. This will help you understand what's working and what can be improved. Also, encourage employees to reflect on what they've learned and how they can apply it to their work.
Remember, a strong learning culture is not created overnight. It requires ongoing effort and commitment from everyone in the organization. Good luck with your efforts!
From India, Gurugram
Acknowledge(0)Amend(0)
1. Promote a Growth Mindset: Encourage employees to view challenges as opportunities for growth. This can be done by recognizing effort and resilience, not just success.
2. Continuous Learning Opportunities: Offer a variety of learning opportunities such as workshops, seminars, webinars, and e-learning platforms. This caters to different learning styles and allows employees to learn at their own pace.
3. Learning and Development (L&D) Budget: If possible, allocate a budget for L&D. This could be used for external training, conferences, or courses that employees are interested in.
4. Peer-to-Peer Learning: Encourage employees to share their knowledge and skills with their colleagues. This could be through presentations, mentoring, or simply sharing articles and resources.
5. Leadership Support: Leaders should model the learning culture by engaging in continuous learning themselves. They should also actively support their team's learning and development.
6. Feedback and Reflection: Regularly ask for feedback on the learning opportunities provided. This will help you understand what's working and what can be improved. Also, encourage employees to reflect on what they've learned and how they can apply it to their work.
Remember, a strong learning culture is not created overnight. It requires ongoing effort and commitment from everyone in the organization. Good luck with your efforts!
From India, Gurugram
Acknowledge(0)Amend(0)
Dear Jackson-Sun,
Your love for exploring ways to build a stronger learning culture at work is a wellcome decision.
You need to know, whether your employees interested in.
1. You involve your employees in problem solving/short-out program by inviting their opinion and suggestions.
2. You involve your employees in business development by inviting their opinion and suggestions.
3.You provide your employees articles, book and library facility at office. 4.Arrange workshop and seminar for the in-house or in specialised institutions considered best for grooming employees.
5. Initiate Small Group Activities for problem solving and futuristic approach.
6. Promote reward and advancement policy for employees.
7. The digital platforms for engaging employees for continuous learning, take the test and provide certificate of merit.
The regular interaction and information sharing helpful for learning, you can affiliate with bodies of institutions or individuals.
From India, Mumbai
Acknowledge(0)Amend(0)
Your love for exploring ways to build a stronger learning culture at work is a wellcome decision.
You need to know, whether your employees interested in.
1. You involve your employees in problem solving/short-out program by inviting their opinion and suggestions.
2. You involve your employees in business development by inviting their opinion and suggestions.
3.You provide your employees articles, book and library facility at office. 4.Arrange workshop and seminar for the in-house or in specialised institutions considered best for grooming employees.
5. Initiate Small Group Activities for problem solving and futuristic approach.
6. Promote reward and advancement policy for employees.
7. The digital platforms for engaging employees for continuous learning, take the test and provide certificate of merit.
The regular interaction and information sharing helpful for learning, you can affiliate with bodies of institutions or individuals.
From India, Mumbai
Acknowledge(0)Amend(0)
Your thoughtful approach towards developing a learning culture in your organization is commendable. Here are some practical strategies and steps, based on your query and the reply you received:
1. Employee Engagement
Involve your employees in problem-solving and business development initiatives. This can be done by encouraging them to share their ideas and suggestions. A suggestion box or a designated email for ideas can be effective tools for this.
2. Access to Learning Resources
Provide access to books, articles, and a library facility within your office. This will encourage self-learning and intellectual growth. You might also consider providing access to online libraries or subscriptions to industry-related publications.
3. Workshops and Seminars
Regularly arrange workshops and seminars. These could be conducted in-house or in collaboration with specialized institutions. Ensure the topics are relevant to your business and will help your employees in their roles.
4. Small Group Activities
Initiate small group activities for problem-solving and strategic planning. This not only fosters learning but also encourages teamwork and collaboration.
5. Reward and Advancement Policies
Promote a reward and advancement policy that recognizes continuous learning. This could be through promotions, salary increments, or recognition awards.
6. Digital Learning Platforms
Leverage digital platforms for continuous learning. Consider platforms that offer assessments and certifications.
Remember, the key to fostering a strong learning culture is regular interaction and information sharing. Affiliating with institutions or individuals who can provide industry-relevant knowledge can be extremely beneficial.
Implementing these strategies would create an environment that encourages continuous learning, which is critical for business growth and employee development. This approach aligns with best practices in HR management, adhering to the principle of promoting continuous learning and development in the workplace.
From India, Gurugram
Acknowledge(0)Amend(0)
1. Employee Engagement
Involve your employees in problem-solving and business development initiatives. This can be done by encouraging them to share their ideas and suggestions. A suggestion box or a designated email for ideas can be effective tools for this.
2. Access to Learning Resources
Provide access to books, articles, and a library facility within your office. This will encourage self-learning and intellectual growth. You might also consider providing access to online libraries or subscriptions to industry-related publications.
3. Workshops and Seminars
Regularly arrange workshops and seminars. These could be conducted in-house or in collaboration with specialized institutions. Ensure the topics are relevant to your business and will help your employees in their roles.
4. Small Group Activities
Initiate small group activities for problem-solving and strategic planning. This not only fosters learning but also encourages teamwork and collaboration.
5. Reward and Advancement Policies
Promote a reward and advancement policy that recognizes continuous learning. This could be through promotions, salary increments, or recognition awards.
6. Digital Learning Platforms
Leverage digital platforms for continuous learning. Consider platforms that offer assessments and certifications.
Remember, the key to fostering a strong learning culture is regular interaction and information sharing. Affiliating with institutions or individuals who can provide industry-relevant knowledge can be extremely beneficial.
Implementing these strategies would create an environment that encourages continuous learning, which is critical for business growth and employee development. This approach aligns with best practices in HR management, adhering to the principle of promoting continuous learning and development in the workplace.
From India, Gurugram
Acknowledge(0)Amend(0)
Create a digital / physical library
Encourage people take books, read and then organise discussion every Friday afternoon for two hours. One employe can volunteer. It can be fiction, literary or business topics.
It can be a working lunch.
If any employee volunteers and delivers his one hour narration about the topic. Reward him / her. Incentive and reward will make wonders.
There can be learning lunches. Employees can volunteer to deliver serious business topics or engineering topics to the employees. A working lunch can be organised... again for an hour or 90 minutes. Ensure that the top management is present on these occasions and they can also chip in with their contribution. Please remember, everything starts from the top. Without support, cooperation, initiative, presence from the top, things will bound to get slowed down and vanish after an year or so. STarting the vehicle is easy but if you need to travel forward you have to accelerate the vehicle! Best wishes
From India, Bengaluru
Acknowledge(0)Amend(0)
0
0
Encourage people take books, read and then organise discussion every Friday afternoon for two hours. One employe can volunteer. It can be fiction, literary or business topics.
It can be a working lunch.
If any employee volunteers and delivers his one hour narration about the topic. Reward him / her. Incentive and reward will make wonders.
There can be learning lunches. Employees can volunteer to deliver serious business topics or engineering topics to the employees. A working lunch can be organised... again for an hour or 90 minutes. Ensure that the top management is present on these occasions and they can also chip in with their contribution. Please remember, everything starts from the top. Without support, cooperation, initiative, presence from the top, things will bound to get slowed down and vanish after an year or so. STarting the vehicle is easy but if you need to travel forward you have to accelerate the vehicle! Best wishes
From India, Bengaluru
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Checked)-Great suggestions! Encouraging reading and discussions can indeed foster a learning culture. Just ensure employee participation is voluntary to respect work-life balance. (1 Acknowledge point)
0
0
Employees will feel empowered to learn and grow if these strategies are implemented effectively:
1. It’s crucial to foster open communication that encourages employees to share their knowledge and insights. Provide them with coaches, mentors, and training that would gear their learning growth.
2. Invest in employee training software, which will not only give them autonomy but also empower them. With its help, they can also review their existing skills.
3. Gather feedback about their learning and skills development. Know what is working for them and what is not working.
4. Reward and recognize your employees’ learning achievements, whether big or small. To further encourage them, offer incentives such as bonuses, perks, or promotions.
5. Establish clear learning goals at the individual, departmental, and organizational levels. The employee will understand how their growth contributes to both their personal progress and the organization’s success.
Empxtrack learning and development software simplifies the training management process with a well-defined workflow. It further reduces the time and costs required to manage multiple training programs.
From India, New Delhi
Acknowledge(0)Amend(0)
0
0
0
0
1. It’s crucial to foster open communication that encourages employees to share their knowledge and insights. Provide them with coaches, mentors, and training that would gear their learning growth.
2. Invest in employee training software, which will not only give them autonomy but also empower them. With its help, they can also review their existing skills.
3. Gather feedback about their learning and skills development. Know what is working for them and what is not working.
4. Reward and recognize your employees’ learning achievements, whether big or small. To further encourage them, offer incentives such as bonuses, perks, or promotions.
5. Establish clear learning goals at the individual, departmental, and organizational levels. The employee will understand how their growth contributes to both their personal progress and the organization’s success.
Empxtrack learning and development software simplifies the training management process with a well-defined workflow. It further reduces the time and costs required to manage multiple training programs.
From India, New Delhi
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Checked)-Your strategies for fostering a learning culture are spot-on! Encouraging open communication, investing in training software, gathering feedback, rewarding achievements, and setting clear goals are all effective methods. Keep up the good work! (1 Acknowledge point)
0
0
CiteHR.AI
(Fact Checked)-Great insights! Your strategies align well with best practices in fostering a learning culture. Keep up the good work! (1 Acknowledge point)
0
0
Dear Jackson,
It is a pleasure to know that you wish to foster a culture of learning in your company. However, if you had provided information about your industry, your role in the company, the current training or learning practices followed in the company, it would have helped in providing you with tailored suggestions.
You have received five replies to your query. Having seen the valuable contributions already, I would like to offer some additional perspectives on building a stronger learning culture, drawing on key considerations:
a) The first step of fostering a 'strong learning culture' in your company would be to obtain buy-in from the top leadership or the company's Managing Director. I recommend this because the organisation's culture has an unmissable imprint of top leadership. It is manifested through their vision, mindset, attitude towards employees, their demonstration of a learning attitude, whether dismissive of 'learning culture' as management jargon, and so on.
b) Changing culture or fostering a new culture is not an easy task. So, apart from obtaining buy-in from top leadership, the second step would be to get the budgetary approval. Cultural change cannot be expected with a token budget.
c) A culture of training precedes a culture of learning. Some companies organise the training programmes as a standard practice. If the training programmes are not conducted regularly, then I recommend preparing a training calendar and executing it. But then you could face the challenge that many training managers face: the HODs' indifference in sparing their juniors for the training. To overcome this challenge, you can call their meeting and discuss how a culture of training improves productivity.
d) The essential factor for developing a learning culture is the measurement of the ROI on training. If the ROI is not measured, then you can start doing so by maintaining statistics. It should include the number of training programmes for which the ROI could be measured, against which it could not be.
e) Building a culture of learning does not depend on training programmes organised by the company. The subset of learning culture is self-learning, and to promote it, the learning and development department can clarify what skills employees can learn on their own.
f) To facilitate a culture of self-learning, the organisation can acquire a corporate subscription to the online learning forums or portals. The employees can be given a free login to such forums. Otherwise, a culture of self-learning can be developed through traditional methods like having a library, subscribing to magazines, periodicals, newspapers, etc.
g) The true value of acquired knowledge, whether through self-study or company training, lies in its implementation. The company can institute reward recognition programmes wherein an individual employee or a team can present what knowledge they acquired, how they acquired it, and what benefits the company accrued by implementing the learning. Such presentations are expected to motivate other employees, and there is a possibility of setting a healthy competition among them.
h) To institute a culture of learning, you can prepare and execute a "Formal Mentoring Programme". Mentoring is a powerful tool of organisational development. However, for the success of this programme, mentors and mentees need to be trained systematically.
i) The activity of employee coaching is an intrinsic part of a culture of learning. You can encourage the managers to become certified coaches. I know an MNC that operates in 200+ countries. In this company, it is mandatory to have a coaching certificate to become a country manager.
j) Last but not least, you can encourage the managers to start recording lessons learnt after completion of the projects or major events. These records become the organisation's knowledge assets, and people may come and go, but these remain with the organisation.
Final comments: - Organisation's culture is composite and learning culture is a part of it. However, it depends on other factors as well. Does the organisation have a healthy interpersonal environment? Do employees work excessively for long hours? Does the top boss demonstrate high-handedness or haughtiness? Is there a clique around the top boss, and does he/she get information filtered by the clique? Are all the departments treated equally, or do most departments perceive that the top boss favours a particular department? Does workplace discrimination exist on account of caste, creed, religion, language, educational institutes, etc.? Answers to these questions are important. If the answers to these questions or similar questions are negative, or if the employees are disengaged for different reasons, then don't expect a strong learning culture to thrive in isolation.
The objective of asking these critical questions was not to demotivate you but to give a touch of realism. I once again appreciate your intentions to create a culture of learning. Establishing and sustaining a culture of learning requires untiring efforts for many years. 'Long march starts with the first step, ' says the Chinese proverb. I wish you all the best in taking the first and subsequent steps!
Thanks,
Dinesh Divekar
From India, Bangalore
Acknowledge(0)Amend(0)
0
0
It is a pleasure to know that you wish to foster a culture of learning in your company. However, if you had provided information about your industry, your role in the company, the current training or learning practices followed in the company, it would have helped in providing you with tailored suggestions.
You have received five replies to your query. Having seen the valuable contributions already, I would like to offer some additional perspectives on building a stronger learning culture, drawing on key considerations:
a) The first step of fostering a 'strong learning culture' in your company would be to obtain buy-in from the top leadership or the company's Managing Director. I recommend this because the organisation's culture has an unmissable imprint of top leadership. It is manifested through their vision, mindset, attitude towards employees, their demonstration of a learning attitude, whether dismissive of 'learning culture' as management jargon, and so on.
b) Changing culture or fostering a new culture is not an easy task. So, apart from obtaining buy-in from top leadership, the second step would be to get the budgetary approval. Cultural change cannot be expected with a token budget.
c) A culture of training precedes a culture of learning. Some companies organise the training programmes as a standard practice. If the training programmes are not conducted regularly, then I recommend preparing a training calendar and executing it. But then you could face the challenge that many training managers face: the HODs' indifference in sparing their juniors for the training. To overcome this challenge, you can call their meeting and discuss how a culture of training improves productivity.
d) The essential factor for developing a learning culture is the measurement of the ROI on training. If the ROI is not measured, then you can start doing so by maintaining statistics. It should include the number of training programmes for which the ROI could be measured, against which it could not be.
e) Building a culture of learning does not depend on training programmes organised by the company. The subset of learning culture is self-learning, and to promote it, the learning and development department can clarify what skills employees can learn on their own.
f) To facilitate a culture of self-learning, the organisation can acquire a corporate subscription to the online learning forums or portals. The employees can be given a free login to such forums. Otherwise, a culture of self-learning can be developed through traditional methods like having a library, subscribing to magazines, periodicals, newspapers, etc.
g) The true value of acquired knowledge, whether through self-study or company training, lies in its implementation. The company can institute reward recognition programmes wherein an individual employee or a team can present what knowledge they acquired, how they acquired it, and what benefits the company accrued by implementing the learning. Such presentations are expected to motivate other employees, and there is a possibility of setting a healthy competition among them.
h) To institute a culture of learning, you can prepare and execute a "Formal Mentoring Programme". Mentoring is a powerful tool of organisational development. However, for the success of this programme, mentors and mentees need to be trained systematically.
i) The activity of employee coaching is an intrinsic part of a culture of learning. You can encourage the managers to become certified coaches. I know an MNC that operates in 200+ countries. In this company, it is mandatory to have a coaching certificate to become a country manager.
j) Last but not least, you can encourage the managers to start recording lessons learnt after completion of the projects or major events. These records become the organisation's knowledge assets, and people may come and go, but these remain with the organisation.
Final comments: - Organisation's culture is composite and learning culture is a part of it. However, it depends on other factors as well. Does the organisation have a healthy interpersonal environment? Do employees work excessively for long hours? Does the top boss demonstrate high-handedness or haughtiness? Is there a clique around the top boss, and does he/she get information filtered by the clique? Are all the departments treated equally, or do most departments perceive that the top boss favours a particular department? Does workplace discrimination exist on account of caste, creed, religion, language, educational institutes, etc.? Answers to these questions are important. If the answers to these questions or similar questions are negative, or if the employees are disengaged for different reasons, then don't expect a strong learning culture to thrive in isolation.
The objective of asking these critical questions was not to demotivate you but to give a touch of realism. I once again appreciate your intentions to create a culture of learning. Establishing and sustaining a culture of learning requires untiring efforts for many years. 'Long march starts with the first step, ' says the Chinese proverb. I wish you all the best in taking the first and subsequent steps!
Thanks,
Dinesh Divekar
From India, Bangalore
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Checked)-Great insights on fostering a learning culture. Leadership buy-in, adequate budget, and measuring ROI are indeed crucial. Keep sharing your thoughts! (1 Acknowledge point)
0
0
CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Two Learning theories.pdf
Copy of LEARNING HISTORY.doc
CiteHR.AI
(Fact Checked)-Great suggestions! Employee involvement, resources, workshops, group activities, rewards, and digital platforms can indeed foster a learning culture. (1 Acknowledge point)