Having an effective L&D program is no longer a nice to have, it’s a top priority. If you create a strong learning culture your company will benefit from a workforce that is eager to develop and re-skill themselves to meet industry changes. Deloitte found that high performing learning organizations are 92% more likely to innovate and 58% more likely to meet future demands. However, simply augmenting your current program with more cash isn’t going to cut it. There are three essential parts to creating a strong learning culture:
1. Make it a priority for management
Today managers are often overwhelmed with meeting KPIs and bottom line priorities set for their team by the executive level. At the same time, managers are told to find extra time to spend on coaching their employees. To signal the importance your company places on L&D make it a formal part of the way their performance is assessed. Rather than basing performance purely on results, encourage managers to see employee development and supporting L&D processes within their team as a top priority.
2. Give employees ownership
Managers and employees are constantly on the go. Especially with the increase in flexible and remote working schedules, employees don’t want to be limited to fixed time slots when they can receive development training. In spite of being eager to learn and develop new skills, Deloitte found that employees only have 1% of their week to spend on learning. Make it easier for them by providing tools that give them the power to ask for coaching when they want.
3. Encourage collaboration
Being raised on Twitter, this generation is used to sharing constant updates about what they’re doing and similarly gathering information from others. When given tools to collaborate, millennials are much more likely to ask for and share development information with their peers.
You may have great peer coaches within your company that you have yet to identify. Collecting better performance data can help you identify and recruit peer coaches. This will be increasingly essential as teams begin working more and more in a cross-functional manner. Much like Google’s Googler to Googler program you can also create a network of peer coaches to break down departmental barriers and encourage knowledge sharing.
For more in-depth information on how to build your own L&D culture watch out for our forthcoming white paper.
Photo by Roman Mager