The importance of continuous learning in the workplace

Continuous learning is a concept where your employees are provided with the opportunity to make learning a part of their work. It is about developing skills and knowledge and acquiring abilities that make them more proficient in their job. Continuous learning is more than just a buzzword. It has become a necessity for companies of all shapes and sizes and employees at all levels, as they must now rely on their capacity to learn and adapt fast as technological advances continue to change the nature of work at an astounding rate.

When asked about the company's learning opportunities, far too many firms and employees are content to complete a few mandated trainings each year, then forget about those topics and fail to seek out more training opportunities. That kind of attitude inevitably leads to stagnation and a workforce that cannot keep up with changing demands. In a company with a continuous learning philosophy, learning and education are built into the work environment. This is done through programmes that help employees improve their job performance and reach their own professional goals.

Deloitte, through its survey, found:

• Firms that are constantly learning are 46 percent more likely to be first to market.
• They have 37% higher productivity.
• They are 92% more likely to innovate.

Let’s look at a few reasons why continuous learning is a win-win for employees and employers:

• Reduces Employee Attrition: According to Gartner, 40% of departing employees cited a lack of career development opportunities as a key factor in their decision to leave.
• Keeps employees on the cutting edge: A focus on continuous learning combats complacency and keeps employees on the cutting edge.This not only allows a firm to better service its clients, but it also gives the firm an advantage over its competitors.
• Enhances employee performance and productivity.
• Along similar lines, continuous learning in the workplace opens the door to cultivating leaders from within.

Despite the overwhelming appetite for continuous learning and the benefits incurred by both individuals and companies, LinkedIn’s Workplace Learning Report discovered that talent developers devote just 15% of their time promoting employee engagement with learning. What is preventing business leaders from creating this type of culture? Everyone is now preoccupied with projects, deadlines, meetings, emails, and the new constraints brought on by the pandemic. As a result, addressing urgent, pressing issues takes precedence over long-term goals such as employee education. Another cause is complacency. Employees become accustomed to the status quo and avoid, if not actively resist, opportunities to discover new ways to work.

To foster a continuous learning culture, firms can:

• Provide more user-friendly training with microlearning: By breaking up training content into smaller pieces, organisations can help employees fit learning into short periods of downtime between projects.
• Encourage employees to take ownership of their development: According to Deloitte's survey, workers at all levels want more self-directed learning opportunities so they can train in the way that works best for them. As everyone has their own unique learning style and motivations, it makes sense to create customised development programs.
• Create a collaborative learning culture with social tools: It fosters collective knowledge and teamwork. Employees who share key knowledge and discuss training content with their colleagues develop a better understanding of how to apply new concepts and skills to their work.

Creating a culture of continuous learning does not happen overnight. The culture should evolve gradually and continuously through honest feedback and efforts from employees and business leaders.