Developing A Sustainable Workplace Learning Culture
EZRA's latest research discusses how to go about developing a sustainable learning culture within a workplace in order to effectively promote continuous employee development.
Learning culture is a part of overall workplace culture, specifically with regards to the way that learning is implemented in the workplace. Gone are the days of learning characterized by one-off, formal in-person events. The modern workplace needs much more if it wishes to promote continuous development of its employees in an effective way.
Learning Culture Themes
Learning should be embedded into and throughout work, at all levels of the organization, not simply as formal training events
Leaders and managers need to support and encourage learning, seeking out new opportunities for their staff and themselves
Learning should not only be promoted, but rewarded
The act of learning is ongoing and changeable depending on the organization’s needs, not a finite event or action
Examples of learning culture initiatives include Etsy School, Pixar University and Google’s “Googler-to-Googler” initiative.
95% of participants in Google’s bite-size internal learning initiative would recommend it to others
managers taking part in Google’s learning initiatives saw 22-40% improvements in relevant behaviours
How do companies approach learning behaviour?
only 31% would describe their company as having a highly learning driven culture
56% of employees value learning
but only 16% of them “live and breathe” it
only 36% of top management are involved in learning culture activity
Discrepancy between CXOs (chief experience officers) and CLOs (chief learning officers):
70% of CLOs believe learning is not adequately funded vs just 30% of CXOs
Learning culture is more powerful than singular learning “events” – what’s the point in running a single training session, workshop, or seminar, when things move on so quickly?
Benefits of learning culture for employees include
While the benefits for the company include
no more wasted training
attract and retain top talent
innovation and adaptability
Companies that tie internal promotion to learning and development are 22% more likely to have higher retention rates and satisfied employees. A key challenge for many is support from the senior leadership.
78% of L&D professionals struggle challenging leaders who have expectations of learning that are too “traditional”
76% felt that learning was not prioritized by management
64% believed that learning was only seen as a cost-center, rather than an investment
Embedding a continuous learning culture is possibly one of the most important initiatives for a business. An organization with a strong and positive learning culture:
is 32% more likely to be first to market
has 37% greater employee productivity
has 34% better response to customer needs
has 26% greater ability to deliver products
is 58% more likely to have skills to meet future demands
is 17% more likely to be a market-share leader
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