At Creative Word we know how valuable workplace learning really is, but we also understand that in reality, many organizations fail to sustain a long-term learning culture that has a lasting impact upon their employees and their business.
So, why is there such a disparity between courses that are made available to employees, and the actual take-up?
We offer some simple, practical advice below that will enable you to promote a long-term learning culture within the workplace and overcome the problems that cause the disparity.
1. Offer Relevant and Engaging Training Courses
Learning something that seems to have little relevance or practical application within our work, or lives, quickly becomes a chore we could well do without.
If you want your workforce to engage with their learning then ensure it is relevant, appealing, interesting, and accessible.
Ensure training isn’t in place just to check a box or meet criteria, but that it actually has value for learners which can be applied in reality.
Training courses such as, cultural intelligence, managing challenging behaviour effectively, and other ‘soft skills’ courses, offer practical ways to improve working relationships, advance personal talents, and can increase awareness of self and others, which in turn promotes productivity, collaboration and co-operation.
Organizations benefit from training as their workforce are more committed to advancing relationships, have a greater understanding and awareness of bias and cultural difference, and learn to generate a positive outlook.
Customers, clients, employees, colleagues, partners and stakeholders all profit from training that makes the workforce more self-sufficient, resilient and aware.
2. Educate you Leadership and Management
Educating those in managerial positions within your organization should be the first step in terms of encouraging and promoting a learning culture.
They are best placed to support, inspire, and direct their teams in learning initiatives and development opportunities which will benefit both the individual, and the organization at large.
The aim of workplace learning, for virtually every organization, is performance improvement; whether this be customer service, multicultural team collaboration, or finance and compliance, your managerial team should be able to assess any shortfall in skills, direct learners to the right training, and support them throughout their learning journey.
3. Learning is a Journey, not the destination
Learning is a continuous journey that involves knowledge, education and experience.
If learners find they are not making use of their training from day to day, not only is it likely that it will be forgotten before too long, but they will have no experiences which will cultivate and advance their knowledge and skills.
Recognising that learning is a journey, and rewarding those who make the most of the prospect, by offering mentorships or coaching opportunities within the workplace will ensure that learners have the chance to experiment with their new skills and knowledge in a safe environment.
This will concrete their learning and make it understandable within the confines of the workplace, while also giving trainees insider information, self-confidence and a practical outlet for their newly acquired talents.
At Creative Word we understand the difficulties faced by organizations who are searching for high-quality, relevant training courses for their workforce, which is why we only use exceptional trainers, who are highly qualified with years of industry experience.
We also offer courses ranging from Arabic culture and IT, to finance and legal, which are available as classroom based, ELearning or bespoke courses which can be tailored to your specific requirements.
If you would like to find out more about the courses we offer, or how we can help you to promote a learning culture within your workplace, please contact us here.