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For some years now managers and leaders have realised the importance of investing in their employees. After all, in the new economy, the main differential of a company is its team. It is the people who will be able to respond quickly to market changes and find creative solutions to problems that we are not yet able to foresee.
When analysing the last ten years, the mutation of existing professions and the emergence of new areas of activity are remarkable. This is due, of course, to the emergence of new technologies, and with them new demands arise almost daily in corporations.
Undoubtedly, all these developments are beneficial to society as a whole. However, in this scenario, the exercise of recruiting new talents and managing people has become even more challenging.
As a result, the learning culture is in the spotlight. The qualification of the candidate at the moment of hiring is no longer the only factor to be analysed, their personality and the so-called soft skills also become key points.
In contrast to some decades ago, where professional stability was the result of a constant knowledge applied throughout the years, today, professionals must have an almost intrinsic capacity for constant mutation of their professional performance.
It is necessary to realise that the diplomas and certificates of today may be outdated for tomorrow. Being able to perceive this market movement and maintain a constant search for knowledge is essential.
The learning culture is responsible for making this process natural, encouraging the development of all members of the corporation and guaranteeing its market alignment with the innovations.
Every corporation has a deep-rooted organisational culture, the problem is that several times top management professionals are unaware of it and of the impacts it has caused on their employees.
The organisational culture represents all the company's values and objectives; it is how the company positions itself in the face of situations; it is, in fact, how employees see and deal with their day-to-day work.
The problem is that often, with outdated organisational models, the tendency is that, in the long term, the company as a whole becomes obsolete.
It is necessary that leaders have this perception and be aware of the impacts of their organisational model on their followers.
It goes beyond the occasional offer of courses, training or workshops. The learning culture is the corporation's daily incentive and example for the individual and collective development of its members.
An enabling environment needs to be shaped for this scenario,provide the right tools to employees, encourage study and personal development. It is literally a process of cultural change.
Members of the most diverse hierarchies must encompass the process and, above all, the example must come from above. Small behavioural changes may already represent a great advance for the individuals of the corporation.
Even more so in view of the labour market itself, the search for qualified professionals for their function is hard work, professionals in full development, even more so. Therefore, offering development and training to your employees is an important part of retaining talent.
Leaderships must keep in mind that the implementation of the learning culture is a long process and must be continuous. On the other hand, its return is also continuous. By extracting the best from each employee, the chances of business expansion increase significantly.
Companies that invest in a learning culture tend to increase their productivity and the effectiveness of each task performed, because it ensures that their employees are as qualified as possible.
Moreover, by applying a learning culture, the engagement of all members of the corporation is high, which decreases the high costs with staff evasion.
To start the implementation of the learning culture, having knowledge of some steps is fundamental for the success of the methodology. Therefore, check out the 6 fundamental items to develop this culture in your corporation.
As in any other process, leadership is a key part of implementing a cultural change.
Their participation in this development should range from behavioural changes, inserting their followers in important decisions and giving them the opportunity to express their opinions, to a practical change in their search for knowledge and updates.
Encourage courses, training and personal development, expressing in their attitudes the search for development by sharing their knowledge with all team members.
The learning culture is about the personal and professional development of each employee. This should be a natural, spontaneous process aligned with the career expectations of each one.
Therefore, learning alternatives such as online classes are a great option in this process. This is because personalised learning becomes feasible, where the mechanisms of a Learning Experience Platform (LXP) facilitate this particularisation in an automatic way.
Suggesting knowledge trails for each knowledge area, based on one's professional interests.
Another interesting point is that by making use of online learning mechanisms, it is possible to follow the development of each one of the employees.
Companies and managers in general tend to value results and high productivity, which is totally understandable. However, on the other hand, this type of attitude tends to over-saturate employees. No matter how qualified they may be, they tend to omit themselves in front of the high demands and delivery needs.
By offering rewards to members who pursue their further empowerment, engagement and the stimulus for innovation remain present in the organisation.
When we talk about the term "rewards" it is crucial to understand that it encompasses attitudes, recognition and even awards. There are online alternatives, where, some learning platforms already have gamification, which have precisely this objective.
Social learning is embedded in the learning culture as another way of stimulating knowledge. We as individuals tend to be influenced by the attitudes, people and environments in which we live.
Therefore, encouraging the sharing of information and knowledge among employees is fundamental. Scheduling monthly or even weekly training sessions is a way to work on the issue.
People without direction do not see their advancement and the benefits in this evolution, building a training program and making clear what plans the company has for each employee should be an integral part of the learning culture.
The training programmes reinforce the contents learned in the online universe and stimulate an even greater evolution.
By choosing an online environment to develop the learning culture, it is necessary to ensure that the chosen platform is easily accessible and has an intuitive learning environment.
This will ensure that all members of the corporation, from the most diverse areas, will find it easy to access published content and materials.
Some online learning platforms have a learning interface developed precisely for this purpose. Hotscool for example is one of them, the tool has an extremely accessible and intuitive system. Click here to perform a 7-day free trial on the tool.
Following these steps is only the initial phase of a learning culture, this culture provides numerous possibilities for the continuous development of the corporation. It is up to the leaders and managers to also keep themselves up to date and in search of innovations.