Que faites-vous si votre organisation n’a pas de culture d’apprentissage continu pour améliorer l’engagement des employés ?

learning is a continous process. to meet out and thrive in the market- continous learning leads to consistent progress which should be clearly understood by the organisation-

Assess the current situation: Start by evaluating the existing culture and identifying any barriers or gaps that hinder a culture of continuous learning. This could involve conducting surveys, interviews, or focus groups to gather feedback from employees. Communicate the importance of continuous learning: Clearly communicate to employees and leaders the benefits of continuous learning, such as improved skills, increased job satisfaction, and better performance. Emphasize how it contributes to individual and organizational growth. Provide resources and support: Ensure that employees have access to the necessary resources and tools for learning and development.

As a lead , we need to Focus on roles and responsibilities of each individual chart followed by company needs , prepare accordingly and act , make sure he or she capable to do it.

Encourage the implementation of learning opportunities such as workshops, webinars, and online courses. Lead by example by consistently seeking learning opportunities and sharing your knowledge with others. Create a supportive environment where learning is valued and celebrated. Gather feedback from colleagues to understand their learning needs and preferences, and tailor learning initiatives accordingly.

It's like before setting a goal or Target to an Employee make sure that they have following 1. Have basic knowledge on subject 2. Better skills to achieve in short time 3. Must know respect Boss and act accordingly 4. Avoid involved in extra activities with other departments.

I agree on this .. leaders must involve in engaging activities with the team , to trasfer the knowledge and skills .. Only thing is we need asses they were capable or not

Culture starts at the top. First, make sure your leaders buy into the idea that learning is valuable. Spend the time in discussions about how learning can help employees, which in turn helps the organization, and in turn starts to effect culture. Determine what kinds of learning, what topics, what formats, and what style of learning makes sense in your organization. Then, it is vital that your leaders LEAD. Expectations are that managers and team leaders themselves are learning. Talk about it, celebrate it, recognize accomplishments. Before leaders ask "what have you done this week" in a meeting, let them ask, "what have you learned this week".

Yes .. now a days other on MNC companies , no Indian companies were bothering on training their own employees to level up their skills. A person came from MNC to Indian Company .can survive .. But a person came from Indian to MNC ...can't survive .. as the focus will be disturbed by other activities in previous experience (doing other departments works than actual ) which forcefullness

Recognise the progress by weekly or monthly basis will give the basic understanding where we are and how we need to achieve. Getting reward also , motivates the people where we can see this in few companies .

What makes a world of difference is Beliefs and Behaviours. Learning is not equal to knowledge nor knowledge equal to information. Due to various options our employees have information overload. Learning involves segregating useful knowledge as a start point. When you practice the useful knowledge in real life .. you develop skills. To convert skills into Behaviour … one has to invest in Beliefs. Organisations have to invest in employee Beliefs and help them adopt new Behaviours as Safe Behaviours. Only then can Learning Take place. To Engage employees in Learning , Organisations have to ensure new insights, new Processes and new Experiences! JaiHind!