¿Cuáles son las formas más efectivas de motivar y recompensar a los empleados por el aprendizaje y desarrollo continuos?

A learning culture can only exist if there's a clear no blame culture in the organisation. Without this clarity, you cannot hope to learn clearly from when things go wrong...

The content is good but it lacks the emotional connection that helps the reader to engage with the content on a deeper level. It is flat and reads like a text book. Start with something like this…. Learning for the sake of learning is not as valuable as learning that will directly impact a strategic initiative or goal. If you want to stand out and be noticed then you’ll need to help your team to select learning that will help them grow a specific skill set or a competence required for next level success. To make your learning relevant and important to the employee hold regular focus groups to understand what they believe will be the differentiator for them personally. Learning does not need to be a size fits all approach.

Invest in individuals who are eager to contribute both personally and to the organization's success. While it may take time for the organization to recognize the value of investing in people, fostering a culture of learning is key. Encourage open discussions for sharing ideas, offer opportunities to test small projects, and create an environment that supports continuous learning and improvement. Recognize and reward individuals for their commitment to learning and development as needed.

To motivate and reward continuous learning in employees, offer personalized learning pathways and cover costs for external courses and certifications. Allocate work hours for development activities and recognize efforts through awards (monetary and others) and institutional acknowledgments. Link learning to career development and advancement opportunities and pair employees with mentors or coaches (there’s a difference – see other posts of mine for this). Organize learning challenges with rewards, provide flexible learning options, and routinely adjust programs based on input. These strategies can aid in creating a supportive environment that values and promotes ongoing professional growth for individuals who chose to work with you.

In my experience, fostering a learning culture can help your team members stay motivated, grow professionally, and improve their performance. For example, a learning culture can stimulate curiosity, which can help your team members to ask questions and seek out answers. It also signals to the team that it is okay to not know everything and that we are in it together to find answers.

Coaching in addition to traditional L&D is crucial as a “glue” for the material to be integrated and tangibly used in the workplace, always with an eye to individual motivation and incentives (promotion, higher pay, personal and professional development, etc.)

It’s also important for an organization not to punish those who make mistakes in their efforts to try new things, to try to improve things. Doing so will only send the message that failure is not okay, that doing things differently or trying to improve things is not valued. This message tells employees that it’s better to maintain the status quo, better not to stick your neck out, better not to try and fail. Better to not to try at all.

Today the more relevant the reward the greater the impact. You don’t need to be the one to decide what to offer as a reward, open up the conversation and listen to your people.

Leaders inspire people; people motivate themselves! This continues to be one of the most misunderstood realities of organizations in the 21st century. It is the practice of Inspired Leadership which truly activates employee engagement. Inspired Leadership recognizes the eminent need for a human-centric model of engaging and preparing managers, leaders, and contributors for our new world of life and work — a model which embraces our delicate co-existence as responsible, accountable, and mutually respectful global citizens and fortifies our abilities to work together for the advancement of all. The practice of inspired leadership continues to be significantly under-developed and the global science of inspired leadership, often ignored.

In addition to evaluation and iteration, take your employees and stakeholders along for the ride. Share with them exactly how the feedback given impacts the future of the program / participants. By doing so you're increasing the likelihood that you'll receive more insightful feedback in the future. Tips: 💡You could try sharing access to the feedback results and implementation by program / iteration directly via stakeholder newsletter or creating a website for stakeholders to visit on their own time. 🤓 When conducting an analysis, don't forget about historical and observational assessments as part of your evaluation. E.g. engagement, retention / attrition, internal mobility, HRIS data, workplace / workforce norms espoused, etc.