To remain successful in the future, companies need to further educate over 50% of their employees in the coming years. Traditional forms of further education are often unsuitable for this. However, a new learning culture can achieve this! We summarize three tips with which you can develop a new learning culture:

In the “Global Human Capital Trends” Report 2020, over 50% of the surveyed companies stated that in the coming years more than half of their employees will need to enhance their skills. This presents companies with a huge challenge: For decades, “learning” meant that employees would interrupt their work, leave the workplace, and only become productive again after training.

However, with the increasing speed of changes in companies and work processes, this type of “learning” is no longer promising. Companies need to develop a new culture of learning to quickly and successfully educate employees directly on the job.

You can find a detailed article on learning culture in the blog of eLearning Industry (in English): The Secret To A Successful Company Culture Of Learning. We summarize for you the three most important points from the article that you must consider when developing a new learning culture:

3 Key Elements for a New Learning Culture in Companies

1. Know the needs of your learners

Learning should not be forced. Employees are only motivated when training programs are tailored to their needs. Therefore, you must know the needs of your learners and support them in an individualized, self-directed learning process.

2. Enable learning exactly when employees need it

The required skills and abilities are changing almost daily. Therefore, employees must have the opportunity to learn immediately and directly at work. Similar to private settings, where Google is often used to find new knowledge immediately when it is needed.

A new learning culture also includes providing learning content flexibly. Companies should therefore utilize microlearning: small, informative bites of knowledge that employees can access at any time directly while working.

3. Recognize that true cultural change starts at the top

You cannot simply decide on a new learning culture. Culture is deeply rooted in the company and must grow and solidify gradually. To ensure this, leadership must be on board and embody and promote the change. This can be achieved, for example, by having leaders create learning content or learning videos themselves and encouraging employees to learn at any time.

If you follow these three tips, you will have an initial foundation to establish a new learning culture in your company.