5 Tips To Improve The Learning Culture Of The Organization

Summary: Most corporate eLearning solutions fail to meet the needs of learners and ultimately fail to fulfill the set learning objectives. When creating the eLearning strategy, this has to be taken into consideration along with concerted focus on how to improve the learning culture of the organization.

How To Improve The Learning Culture Of The Organization

The practice of using eLearning in the workplace is on a perpetual high and most organizations are serious about adopting technology-aided learning to reap the benefits of continual workplace learning. But what they lag behind is motivating employees to learn effectively. Most corporate eLearning solutions fail to meet the needs of learners and ultimately fail to fulfill the set learning objectives. Workplace learning should align with individual and organizational learning needs. When creating eLearning strategy, this has to be taken into consideration along with a concerted focus continuously improving learning culture of the organization.

1. Organization Heads As Well As Managers Should Champion Learning

All employees look up to the organization’s leaders when adopting a set work culture within the organization. CEO, senior executives, and other leaders within the organizational structure should champion the cause of workplace learning – especially when implementing technology-aided learning. Not only will it encourage employees to utilize eLearning solutions but also create a channel achieve a positive ROI. Managers too should encourage their respective team members to utilize available eLearning solutions to acquire new knowledge, skills as well as required competencies. Managers should provide team members with ample opportunities to learn, nominate them for e-courses on the organizational Learning Management System and monitor their progress through the analytics provided by the platform. This would help them train the team for a better performance.

2. Performance Linked Learning

Do not push learning for the sake of learning – connect it with performance. Managers would agree that acquiring specific knowledge and skills would contribute to the success of the organization. By conducting skill gap analysis and understanding the needs of the learners, specific learning needs can be identified and addressed. Linking learning with the performance of the learner on an ongoing basis helps organizations understand the capabilities of the employees and can pro-actively help them get better results.

3. Increase Knowledge Availability And Accessibility

By limiting the restricted content within the Learning Management System, and making maximum number of e-courses available to the learners, the organization can give a positive twist on the organizational learning culture. Case studies and positive success stories can also be shared to increase the learners interest in continual learning. Modern employees are serious about learning to improve their performance and attain a professional edge. Help them drive their own learning and use knowledge empowerment to make the organization stronger.

4. Learning Leaders Are Rewarded

Self-motivated learners should be duly rewarded for their efforts. Within the LMS you can introduce ‘levels’ of learning, which the learners achieve by completing a certain number of courses. With each level, they can earn a badge or collect rewards. They can start from being a novice and reach the ‘Expert’ level. Or they can collect rewards – and exchange them for actual prizes. To increase the excitement level, you can also run contests – pitting one department with another, to make sure everyone’s giving their best shot at learning.

5. Reflective Culture Is Encouraged

Reflection has to be part of the learning culture of the organization. It means taking time after a lesson to synthesize, abstract, or articulate important points of the learning experience. However, this process of reflection is often missing from organizational training programs. It is difficult to get learners together for a classroom session and when they are present, the main aim is to share the required information – leaving no time to reflect or ponder over the information gathered. In eLearning too, the learner is required to complete a course from start to finish – with little scope for reflection. This is not conducive for an uplifted learning culture. To provide an ideal environment for learner understanding and retention, there must be a scope of reflection within the e-course design and delivery. Alternatively, other tools like performance support or a flipped classroom approach can help Learning and Development managers create impactful learning that stays with the learner for long.

Continual learning brings the organization a step closer to performance improvement and achieving strategic goals. Efforts to increase interest in learning and bring about a positive learning culture should be an on-going process – which will eventually create anknowledge-empowered workforce.