Create a learning culture on the work floor in 3 steps

   

Employees who participate in company trainings or vocational trainings are by definition not engaged in day-to-day tasks during these learning moments. In other words: learning more means performing less in the short term. Unfortunately, managers and superiors often focus on short-term results and maximum performance in the here and now. This is detrimental to the learning culture. Therefore, make sufficient space available for learning moments, even if that reduces productivity in the short term. Focus on the productivity increase in the long term.

   

To stimulate learning, it is important that you identify errors, obstacles, hurdles and work points in the workplace. Discuss those issues with the employee in question. Inform him or her of any knowledge gaps. Then encourage him or her to learn by giving constructive feedback. Also, do not shy away from negative feedback. For this may be an important trigger to get people to take action.

 

 

Like so many aspects of corporate culture, the story of learning culture also begins at the top. Your behavior as a team leader, manager or supervisor works as a guide. So practice what you preach and give the right example. Participate as much as possible in trainings and additional courses. Highlight your participation in those activities. In this way you show other employees the right path.

 

Apply these three instructive tips in your own company or organization and create a future-oriented learning culture!