Company culture consists of many aspects. While we’ve found that men, women, and different age gaps all prefer different aspects, each demographic shares one thing in common. And, that one thing is the next big trend in company culture: learning for the sake of learning.
Learning and development is strictly associated with the aftermath of mastering a new skill or sort of expertise. That aftermath could be a well-deserved promotion, a raise, or the next phase of a person’s career. However, the modern workforce is interested in learning purely to gain new knowledge.
Why? Because personal growth is a top priority for a generation that wants to better themselves and further understand the world they’re working in. It contributes to a healthier work-life balance, it gives them both stronger creative and analytical control over tasks, and helps them build and sustain a level of independence free of micro-management.
How do we permeate learning for the sake of learning amongst our people, though?
Let them take risks
Allowing your people to experiment with their ideas will enable them to learn in any professional process. Your people want to innovate and come up with creative solutions to existing problems; let them run that ad campaign using provocative language. Grant them permission to post self-made visuals on your social platforms. Motivate your writers and salespeople to switch up their product storytelling format. They’ll either succeed, or discover what doesn’t work with your company or industry’s audience.
Depending on a risky task’s outcome, your people will learn new ways to work and reach the untapped markets you are trying to pursue, while boosting their independence and skillset.
Create a learning-centric culture
A company culture built on a foundation of learning will help your people grow long term, regardless of where they’re at in their career. Constructing a learning culture is simple when you know how to mix the necessary ingredients together.
Begin by crowdsourcing your people to understand what it is they want to learn, and follow up by integrating or adopting digital tools into your workflows that enhance the project processes. Maybe your new designers are just aching to master a new video software. Perhaps your developers need to pick up a new coding language and need access to a program that will help them absorb it faster.
Once you’ve adopted these digital tools, don’t be afraid to hold interactive trainings that get your people pumped to continue down the educational path. They already crave it.
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Be flexible with hours
Longer hours and even longer work days don’t do your people any good. It reduces their focus and productivity levels, while draining them of any creativity left after lunchtime. Instead, implement a deep learning regime that keeps them in the zone for shorter periods of time, but with greater learning impact. Essentially, deep learning is the ability to engage with a single, cognitively-demanding task that will motivate learning and development.
How? By aiding your people in the effective comprehension of new information and production of quick results. Hours flexibility lets your people decide which time of the day they can soak up new information best, even if it’s during “unusual” office hours. Deep learning is all about schedule freedom; your people can exercise that perk by making their own schedule or working remotely. You’ll be surprised at how much new material they then research and put into practice at your company.
We say… give the people what they want! Learning may be the hot new company culture aspect of 2020, but it’s a beneficial one that contributes to both personal and professional success for the individual seeking it out, as well as the business plan HR and management have constructed themselves for many quarters ahead.