Five ways to ensure that employees learn continuously

With technology evolving faster than ever and job roles becoming more niche, career paths are just not linear anymore. Employees look forward to learning new skills, exploring new roles and keeping themselves relevant in a demanding job market. The new and upcoming generations are inclined to learn cross-functional skills on the job, and it is up to the organisation to provide the necessary avenues to learn.

Leaders need to recognise their employees who are enthusiastic and make use of every opportunity to grow in their careers. They are the ones who do thorough research before venturing into a new challenge and learn about things which are unrelated to their work as well.

Today’s employees believe in changing the world and connecting their work experiences to their personal lives. They love to innovate and tread on paths seldom explored. Junior and mid-level employees today are passionate and motivated about their jobs and have no qualms about working long hours if they are rewarded and recognised for their efforts.

So how do employers ensure that the workers are equipped to learn?

Work cultures today need to be exciting and engaging for employees to give themselves fully to their work. Organisations need to provide employees the means to educate themselves and devise a reward system to recognise their efforts. Without adequate recognition, workers will not see the value in their efforts and most likely will concentrate their energies somewhere else.

Leaders can adopt learning methods which enable individuals to develop their capabilities and have a positive experience while at it.

Allow employees to choose their path

One of the ways companies can ensure their employees continue to learn is to provide them the space to learn on their own accord. Offering online courses and relevant content which is accessible to the employee on demand is a good way towards enablement. Companies organise conferences and training sessions for employees who are not mandated to attend them. Such events are a way for HR leaders to know which employees are motivated to learn.

Customised and curated learning

Almost every organisation faces a skills gap and tough competition in hiring at one time or the other. It would be easier if the required skillset could be developed within the organisation itself. Companies should arrange for a platform which can provide that developmental journey.

The roles most commonly found in organisations today should be taken up and a sequenced path of learning should be developed for them which move the employees towards a more aspirational role.

These should not be looked at as curated merely because each step in the learning path is related to the final goal. Instead, these should be journeys that build upon each other and contain new content which is specifically designed for each individual role.

Download this report based on research conducted by HR.com in partnership with Skillsoft to know today’s L&D trends and challenges, and suggestions for how organisations may boost learning effectiveness to close skills gaps which are a result of poor learning cultures and inadequate learning and development (L&D) functions that many organisations suffer from.

Clear communication about company goals and values

Before designing any learning program or taking on board any learning service provider, it is essential to communicate the company’s goals. Each employee in every department should have a clear idea of how their effort to develop new competencies and learn new skills can benefit for both themselves and the company. Make learning personal and an experience

Make learning personal and an experience

Today’s workers are learning for more than career progression and are looking beyond work experience. Learning has become more personal and integrated. HR must reinvent itself accordingly by supporting continuous learning, providing incentives and focussing on helping employees identify and develop new skills. Employees need to be enabled to fulfil their own needs and the needs of the market. It is the human experience which pro-learning employees look towards that an organisation needs to provide. It enables learning to have an impact beyond work and into the personal sphere of an individual.

Feedback and follow up

Last but not least, it is vital to research new market trends and follows up with employees about their learning needs. HR needs to maintain a learning quotient for every employee so that pre-learning activity and post-learning activity can be measured accurately. Accordingly, new content can be designed, which suits the employees’ learning capabilities and can enable him/her to deliver quality results.

Every organisation has employees passionate to deliver their best. Therefore, organisations should provide learning that enables them to realise their full potential.