Cultivating a Continuous Learning Environment

Cultivating a Continuous Learning Environment

In the quest to be a value-driven organization, let’s not forget about the most valuable asset in your company: your people. This pandemic has been a huge reminder that it’s our team members that make or break our business. You come to work every day with a drive to be stronger than you were the day before, and you owe your workers that same gift. Fostering a continuous learning environment encourages your team to find meaning and growth in the work that they do. Learn our process for creating a sustainable continuous learning environment by reading along below.

Develop Material

Often, training material already exists in your company. Now is the time to take a look at the material and its results. Does your training lead to measurable gains in the workplace? If not, then you may be in the market for new material. If the answer is yes, you could still benefit from updating your courses to increase user engagement and knowledge retention.

Get All Levels Involved

According to a LinkedIn Learning report, two-thirds of employees say that they would be motivated to learn if their direct manager was involved. Without that approval from upper management, your chances of entry-level workers engaging with training and retaining information collapses. What’s more, it’s the managers who should meet with workers to develop an adequate training plan. Implementing effective programs and praising progress creates the motivation needed to succeed.

Incorporate the Material

From day one, your growth opportunities—like onboarding and performance reviews—should be a part of the employee lifecycle. Take this opportunity to have employees understand not only what the purpose of training is, but how it fits with your company and impacts the larger picture. In addition to simply offering courses, employees should have time carved out of their workweek to review the material. No one likes being given homework…but a break from meetings to work on self-improvement? Yes please!

Set Goals

This is where tracking progress comes in. Each individual employee should have a training goal for themselves, but at the top level, you need a training goal for the organization. Modern training tools should allow you to monitor all employee progress so you can brag to shareholders about how great you’re doing. Documented proof of compliance course completion or next level training does wonders for your organization and simplifies record keeping.

Make it Virtual

Lastly, digital learning content increases accessibility among your team. Digital learning makes it easier to track progress (see the amazing benefits for tracking progress above), frees up manager time, and lets workers take learning on the go. Plus, virtual courses leave room for creative simulations that mimic real-world activity. SDI prides itself in creating that very same content: it boosts knowledge retention and it’s just plain fun. And you don’t have to print out as much paper! For lasting content that creates lasting change, we need to think digitally.

For twenty years, SDI has been helping Fortune 1000 companies implement a culture of continued learning, and industry leaders like Meijer, Priority Health, and LG Chemical Solution have already seen the difference. Contact SDI to start a conversation about your unique needs and how SDI can put you on the path to success.

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