We dare to guess what you are thinking after reading the title.
We’re sure that learning culture is all very well, but that you can’t make a living with all the things you have to do in your company.
Did we get it right?
Well, don’t worry, because what we are about to tell you will save you a lot of those things you have to do (and the money you waste on them).
How will learning culture save your company money?
«Organizations that embrace a learning culture create an environment that incentivizes curiosity and knowledge sharing, which in turn leads to improved business results.» (Saint) Google.
This from a company that has spawned a new verb used on a global scale. How many times do you google something in a day?
There you go.
What is learning culture?
Learning culture is a company philosophy that bases development on the acquisition and sharing of knowledge by the people who work there.
In other words: in an organization that operates according to the learning culture, training is not something that is done to fulfill all requirements; it is part of the normal operation of the company.
The team is encouraged to learn and share knowledge with the rest of the group.
What’s the point?
Well, we’d better dedicate a whole section to this, there’s a lot (and good) to tell.
Benefits of learning culture
Let’s get down to business, we have announced benefits and at this point we have told you very little about learning culture (yet).
1. Knowledge sharing
One of the problems that make any process in a company eternalize is the isolation between departments.
Information does not circulate among them and the dreaded silos are created; micro-ecosystems that work independently (here we explain how to solve this little problem).
¿Por qué es esto un problema?
Because without communication it is impossible to work towards a common project.
It is impossible to understand other departments’ objectives and makes cooperation between them a mission impossible.
If you have the knowledge, share it. No secrets.
If all the members of your team are aware of your company’s information and what’s going on, they can map their role in the company.
In short: they know how they can help with their work to achieve the common objectives.
2. Drive continuous innovation and problem solving
Imagine that in your company, knowledge is accessible to the entire workforce and communication flows between departments.
Everyone is able to see the «big picture» of your company: what it is, what it looks like, what it does and what its goals are.
What happens then?
Well, everyone will know how they can contribute to achieving those goals.
And, if you create a welcoming space for new ideas or visions, it won’t take long for possible improvements to the company’s operations to appear.
Because we are people and we like to communicate.
And the connection between the teams of the different departments will create a cross-flow of ideas that will lead to try new solutions for existing problems.
In other words: to innovate.
Which is the way to improve, because doing things as they have always been done is a guarantee that nothing will change.
And what we want is to improve, right?
3. Improving productivity (and profits)
You know the saying: «happy team, successful company».
Okay, we just invented the saying, but we know (and so do you), that nothing could be more true.
If you have an unhappy team there are only two possibilities for your business:
1. Staff will end up leaving, with the cost in time and money that this entails (not to mention talent loss).
2. The lack of involvement (of those who stay) in the company’s objectives will cause your profits to decrease. And we don’t want that, do we?
In this company they ignored our advice completely. (Giphy)
The good news is that it’s in your power to change it.
People who feel like they bring something valuable to their company (and that the company recognizes it) are more motivated.
They are more proactive and more willing to give their all for a project to which they feel they contribute more than just time.
And this translates, of course, into higher productivity.
And what happens when productivity increases?
Exactly: profits also increase.
4. Increased sense of belonging and talent retention
Who doesn’t like to feel valued?
By investing in your team’s growth and development, your staff feels that you value their contribution and that it is important in achieving your objectives.
Everyone identifies with the project, shares knowledge and ideas, and is personally involved in achieving the best possible results.
Who wouldn’t want to work in such a team?
With a work environment like that, the feeling of belonging grows and retains the talent in your team.
And it also helps to attract new talent that wants to be valued in their job.
How to create a learning culture
Yes, benefits are all well and good, but, what do you have to do to achieve them?
1. Choose the right tool for your company
Before deciding what to share with your team, think about how you want to do it.
What is the most convenient way for the people you work with to learn?
We are committed to on demand learning.
Because it makes learning much easier. And that’s what learning culture is all about, isn’t it?
With on-demand learning, your team will be able to access your content at any time and from anywhere.
Did you know that participation and learning improves when people can move at their own pace?
Even if it’s this slow. (Giphy)
As you hear it, so make it easy for your team: they need nothing more than an Internet connection from any device to train when it suits them best.
Or when they need the information, which is what it’s all about.
2. Identify your team’s needs
Before you start offering trainings continuously and without criteria, look around you: where are you?
What skills do the people you work with need to do their jobs better and improve their performance?
Tools? Risk prevention? Customer service?
And to get to know the company better?
Be careful not to overlook this point. Your company is the natural environment in which your team operates every day.
If you don’t know it, we’re in trouble.
Have you ever wondered how a new recruit feels about joining your staff?
Settling in, asking one colleague, then asking another… it can take several weeks for them to start doing their job with a certain degree of normality.
An onboarding training speeds up this process and saves you the time and money you spend on that person before they are actually productive.
3. Use engaging content format
It’s time to decide how to present the information. Are you thinking of endless courses full of data?
Well, if you want to do the same old thing, you can save yourself the trouble of reading on.
But if you want to improve results, innovate.
Microlearning is the ideal format for your training courses
What is this microlearning thing about?
It’s not this, obviously. (Giphy)
Actually, you’ve seen it 1000 times out there: the famous training pills. Very short contents in which information about a single concept is given.
Why make such short material if you want your staff to learn lots about lots?
- First, because it makes training more enjoyable; no endless drudgery that invites you to disconnect and mentally think about the shopping list.
- Second, because information retention improves in shorter sessions.
- And third, because your team will be able to consult it to solve a specific problem when they need it.
Without the need to dig through dense and endless content and, above all, without interrupting the task they are doing at that moment.
Learn and apply.
1. Videos are your friends
Why are we mega-fans of videos?
Because information in this format is easier to retain.
Most people retain up to 95% of what you tell them in a video – not bad, right?
If you want them to retain only 10%, use text 😉.
2. Include quizzes in your trainings
We’re all very fond of questions and answers here, so let’s introduce you to the star, the very best way to make it all work: tests.
Include a test after each training pill; it’s a foolproof tool against dispersion, as your team will have to remember the content to answer.
Not to mention that it increases engagement and makes learning more than a bombardment of information.
Still want more?
Where can I sign up for this training?
3. Gamify your trainings
Make the learning experience as game-like as possible.
We spend our lives looking at our cell phones, pressing buttons for fun. Why not associate learning with just that, with fun?
Organize pills into levels and let your team see their progress; let people earn points with each completed training; create rankings among your staff members…
They will be willing to create more pills.
4. Reward your team
Do you have to pay your staff more for training?
Well, as you wish, but we agreed that motivation was one of the main benefits of the learning culture, right?
Are we just in it for the money?
People like to feel heard and valued, and «just» that alone is enough to boost our motivation levels.
How do you think a member of your team will feel if, in addition to feeling valued and being able to grow professionally with your trainings, he or she receives recognition for it?
A big boost!
5. Measure results
If you don’t know if what you’re doing is working, it’s not working.
So analyze, do yourself a favor.
A good training tool allows you to measure the success of your trainings through the tests that follow each pill.
This way you will be able to know the progress of your team. In short: if you are on the right track or if you need to readjust.
And add small surveys to get feedback from your team members.
Knowing their level of satisfaction, both with training and with other aspects of the company is another good way of knowing where you are and how you can improve.
Remember: information must flow in all directions. 😉
What do you think? When will you start implementing the learning culture thing in your company?
As you can see, the question is not if you are going to implement it, but when do you want to start increasing your company’s profits.
If the answer is “now”, we’ve got good news for you: we can help you (and a lot) to achieve it.
Start creating customized trainings for your company and start making what we have told you so beautifully about the learning culture a reality.
How? With Zapiens, of course. Do you remember all those points from the previous section? Well, our tool covers them all.
All of them:
- On-demand learning
- Company knowledge management
- Multiple choice tests: Micro-trainings (that’s how we call our trainings), with informative pills, videos, gamification…
- Rewards and recognition system for the most active people
- People Analytics with metrics to map the knowledge of your organization
And now comes the best part: you don’t have to believe it just because we say so. You can sign up right now and use Zapiens in your team with up to 20 users. Come on, it’s free forever.
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