Strive for a Better Workplace Learning Culture
In all the technological reshaping that has been taking place over the years, a change in the demand for human skills has arisen. As a result, to remain employable, there is now a premium on having the motivation and capacity to quickly expand and adapt one’s skill set. A study found that an organization’s learning culture is its most important factor in determining its business impact.
Workplace learning cultures have been evolving for a while now. Learning was a goal for many years—both practically and figuratively. When learning first began, participants would pause what they were doing, get up from their desks, and go to a training session before going back to work. Workers have more recently been required to access online learning for training along with the tasks they are dealing with.
A learning culture is a culture that fosters an open mentality, an individual quest for knowledge, and shared learning geared toward the mission and goals of the company. It is a culture that is a crucial component of long-term corporate performance because it has a favorable impact on many organizational components, including strategy, innovation, employee engagement, and retention.
According to thorough research by Bersin into the topic of learning cultures, companies that successfully encourage their employees’ need for knowledge have at least a 30% higher chance of long-term market dominance in their respective fields.
Here are few tips to assist you in developing a learning culture within your team or company:
Encourage curiosity in learning
Rewarding curiosity involves more than just applauding and elevating individuals who try to grow and learn; it also entails establishing an environment that nurtures critical thinking, where defying authority and speaking up are encouraged.
Give insightful and helpful criticism
People tend to be oblivious of their limitations and ignorance, therefore assistance from others in the form of advice and criticism is essential for them to advance. People are often less receptive of negative feedback than of praise and admiration, especially in individualistic societies, therefore it must be delivered in a constructive and delicate manner.
Set a good example
You should put what you teach into practice if you want to develop curiosity in your team or promote learning inside your company. Start by being curious yourself and demonstrating some learning.
A learning culture is one in which making mistakes while attempting new things is actively encouraged. Innovation really shines when there is a culture that supports making errors and learning things that go above and beyond a person’s specific job responsibilities.
Employ curious minds
We focus too much on training and development while downplaying the significance of appropriate selection when dealing with serious management issues.
Curiosity and learning go hand in hand. You won’t have to worry as much about their readiness to learn or be on the lookout for ways to pique their curiosity if you hire people who are naturally curious and maximize the fit between their interests and the function, they are in.
In conclusion, you don’t necessarily need to rely on your company’s official learning and development programs if you want to foster a love of learning and curiosity in your staff. You can strengthen the learning culture on your team and throughout your organization by rewarding good learning habits, providing constructive criticism to help employees match their efforts with the appropriate learning objectives, demonstrating your own curiosity, and hiring individuals with high learnability and a thirst for knowledge.