Is your business striving to engage its staff in a programme of Learning & Development but you’re finding yourself struggling in a web of tracking and chasing, never quite getting on top of who has done what or how to best encourage individuals to proactively embrace a learning experience?
As we all start to grow our millennial workforce and strive to find the winning formula for creating an exceptional business, a successful learning culture is key to staying one step ahead and encouraging your main investment, your team, to be the best they can be.
So why is a Learning Culture so important?
These days millennials fundamentally see jobs as opportunities to learn and grow. According to a Gallup report, How Millennials Want to Work and Live, 87% of those asked rated ‘professional or career growth and development opportunities’ as important to them in a job.
What is even more surprising is that 93% left their company the last time they changed roles, this may be been due to having little or no opportunity for growth.
This changing attitude to continual personal and professional development, mixed with legal requirements for compliancy and audit trails required in so many areas of our businesses these days, means it is imperative to find easy access to industry specific, business or personal development training, which is both cost effective and easily trackable, at the touch of a button.
To truly create a Learning Culture within your organisation there are 5 simple things you must create:
1. Ensure learning programmes are flexible
In the busy world of work today the thought of taking 2 or 3 days out of the office to attend a long and intense course seems almost impossible, particularly when half the information will be forgotten within a week of returning back to the day job! The ability to dip in and out of training at a time that suits the individual and they are ‘switched on’ to learning would definitely provide a far greater long term benefit.
2. Make learning content accessible
With the risks involved with cyber crime and internet security many companies have now locked down staff access to certain sites where a vast amount of knowledge and research could have been found. As most millennials access all of life’s essentials via a mobile device these days it is important to have all your training content, background reading and research library easily accessible at all times.
3. Provide relevant content which is seen to have a direct positive impact on self and role
If content isn’t seen as relevant ‘in the moment’ the will to complete and commit the learning to long term use will be lost. The best way to achieve highly successful training is to invest in ‘just-in-time’ on demand learning. By having a library of on demand microlearning modules you can offer precise, targeted, relevant, accessible, completable, 10 minute micro-learning courses delivered straight to their mobile.
4. Reward and recognise all engagement with learning
By simple tracking of all successful training undertaken this engagement can be easily linked to professional development plans, employee reward schemes and visual recognition. While millennials are motivated by the sheer opportunity to learn, everyone who invests their time in self-development deserve appreciation for improving the business by improving themselves.
5. Make it fun!
To really encourage the proactive involvement with training it is imperative to make it fun. We are all so used to gamification in almost everything we do through social media and online interactions that learning needs to be associated with fun and entertainment, using things like animations, cartoons, story telling, quizzes, games and social activities.
All in all, there are many reasons to develop a strong learning culture within your organisation. It may be a health & safety pre-requisite or simply a desire to provide an environment of continual improvement.