A 2019 Gartner report on top HR priorities brings out that 66% of the HR leaders consider building critical skills and competencies for the organization as their topmost priority.
Growth in technology is rapid that skills become obsolete in no time. And, as newly learned skills just have half-life as short as two years, it calls organizations to create a culture of continuous learning - one that can offer engaging, timely learning helping its people learn and grow.
What constitutes a learning organization?
A learning organization ceaselessly prepares its workforce to face the future challenges, fit in the changing roles and grow both on a personal and professional level. An organization needs to shift from its static training methods to tailored methods that focus on performance. Organizations should integrate learning into the flow of work so it becomes a daily routine and a natural process.
Learning managers need to be playing a critical role analyzing the skill gaps and collaborating with the L&D to offer the right learning opportunities. They should shoulder the responsibility of -
building a mindset open to growth
motivating people to explore the existing resources when they have to learn new things
establishing right learning goals
Adaptive learning is one of the strategies you can consider if you are getting started to engage your people with continuous learning. This can be an effective way to engage your people with personalized learning opportunities.
Evaluating the learners’ interests and organizational business objectives continuously, this modality offers learner-centered content and ensures learning makes impact.
Lengthy course content can put off your learners. They hardly find time to learn amidst the rush of their duties and deadlines.
Using microlearning, you can offer short comprehensible learning snippets to your learners. Microlearning can give your people short courses with specific content, just enough to meet the need of the moment.
Another important point we need to be mindful of is to offer resources instead of courses, so that resources are quicker to explore and find information. Also make sure to keep these resources accessible to your employees.
Help your people tap into their learning programs using their mobile devices they use every day. Mobile learning is a great way to learn for those employees that spend most of their time in travel or those that work remotely.
Advantages of creating a culture of continuous learning
When you make learning a constant practice in your organization, it can give back in many ways. Some of them are -
Enhance skills for better performance
A culture of continuous learning can enhance the skills of your people. It can keep your people updated with the latest knowledge specific to their roles. Promoting learning while your people are at work, continuous learning can improve performance and retain people.
Career development through continuous learning can make your people realize that they are valued and they can also go an extra mile to meet the business goals.
Boosts employee retention
According to a Gallup report 87% of millennials rate "professional or career growth and development opportunities" as important to them in a job;
A continuous learning culture can help your people learn, improve their capabilities and lead to career progression.
Learning leads to innovation
Continuous learning culture keeps your people proactive in their roles and can trigger creativity. It can also
enhance your people's confidence and competence
lessen the need to search for new talent
reduce costs as developing the existing talent is much affordable than hiring new
Offering continuous learning opportunities can become an advantage in times when change is the only constant. Get started to create a culture of continuous learning and motivate your people to learn, grow and succeed.
Chasma Place, is an independent source for solutions that will help you keep pace with changes in the way your people work without ripping and replacing your existing systems.