Workplace Culture and How To Build It

There are various interpretations of what constitutes a culture of learning within an organization. According to SHRM, a culture of learning embodies a collective of employees driven by a “growth mindset.” This mindset involves not only a desire to acquire knowledge and implement it for the benefit of the organization but also a willingness to share this knowledge with others.

This definition delves into the fundamental essence of the concept. A culture of learning is ingrained within the essence of your workforce, operational procedures, business objectives, and ethical principles. It necessitates universal acknowledgment of its significance, the establishment of frameworks ensuring active participation of all employees in learning endeavors, and robust advocacy from leaders and managers. While every company possesses a culture of learning, the critical question remains: is it a constructive and beneficial one?

All About a Learning Culture

We are in a moment of rapid change in the workplace and a company’s performance can ultimately hinge on whether it can adapt, or not. Agility has formed a backbone of success, and this is massively informed by a business’s ability to cultivate work-smart employees who feel confident and able to embrace change.

A learning culture allows for this, and more.

Employee engagement and retention: According to the LinkedIn Learning Report, over 90 percent of organizations are worried about retaining their employees. When employees perceive their professional growth as a top priority, their motivation, dedication, and satisfaction in their roles tend to increase. Consequently, this elevation contributes to higher retention rates and fosters a positive work environment.
Adaptability and Innovation. Amidst the swift transformations in the business realm, innovation and adaptability emerge as crucial elements setting companies apart. A culture that prioritizes learning inspires employees to delve into fresh concepts, test various methodologies, and remain updated on industry trends. This cultivation nurtures a workforce that is more flexible and quick to adapt, a fundamental asset for successfully maneuvering through the complexities of contemporary markets..
Getting top talent. Top-tier talent actively seeks companies committed to nurturing their personal development, showcasing their esteem for advancement. This aspect can serve as a significant attraction when aiming to recruit talent.

Culture of Learning Creation and Maintenance

Recognizing the significance of learning is one aspect, yet the true hurdle lies in forging a lasting and viable culture around it.

Establishing a culture centered on learning, deeply woven into the organizational fabric, necessitates its initiation from the highest echelons, at the executive level. Otherwise, it risks being perceived merely as an optional addition by the rest of the company. Leaders, whether in the C-Suite or as people managers, play a pivotal role in guiding their teams to recognize that learning creation and maintenance constitutes an integral part of their daily work routine. They should set the precedent for others to emulate, signaling to employees that upskilling holds equal importance as other work-related activities.

One common error that companies often commit while attempting to introduce learning initiatives is overlooking communication with their teams. Amid the enthusiasm to launch new training programs, many organizations neglect to address fundamental inquiries such as:

What is your existing capability for learning and development?
How much dedicated time can you allocate?
What extra skills and knowledge are you seeking?
What are your preferred learning methods or styles?

Engaging in solitary learning missions can often feel isolated compared to integrating learning within groups. The most effective learning cultures thrive on active participation surrounding training. Consider the following:

Partnering up with a learning buddy who can provide support and foster accountability.
Dedicate 10 minutes within an established team meeting to discuss ongoing learning endeavors.
Transform learning into an event by encouraging your team to pursue specific learning paths during a quarter and request them to share how they’ve integrated this training into their roles upon completion.

Managing time is imperative. Instead of allowing your to-do lists to expand limitlessly or relying on flimsy post-it notes for reminders, proactively reserve specific time slots in your schedule for learning. You might consider locking in 15 minutes at the beginning of each day or setting aside a block of time on Fridays. Regardless of your calendar constraints, being purposeful and finding moments to allocate for learning is achievable.

Utilized effectively, microlearning can establish a consistent learning habit within your routine. Consistently engaging in short bursts of learning also enhances knowledge retention over time!