There is no word “too late” to foster a learning culture

A ​​client relates how it was not easy to get “senior” employees into training classes. Instead of taking part in learning, they tend to “bully” the class. As a result, not only did they come home empty-handed but the rest of the class became affected and did not get the maximum according to the original training objectives.

This can indeed happen to those who are called “seniors”, that is, those who have reached the double digit number of years served. Because when it starts to reach dozens of years or even decades, an employee is often referred to as a “senior” employee, so that the knowledge they have is naturally “more” than those who have worked under ten years. But is this really true?

Actually there is no stopping to learn, even for someone who has become a teacher, it is very important to refresh or even update the knowledge they have, because of how dynamic science moves. So that it is certain that every employee needs regular training. Isn’t the science of communication at this time going to be very different from the science of communication that was studied ten years ago, the generation itself has changed.

The motivation to learn depends on the company culture

The first thing that needs to be grown is motivation to continue learning. This will very much depend on the company culture. If from the start a learning culture has been instilled and management provides full support, then it is certain that every employee will have the mindset that learning is part of their job. Because when he can develop himself, he will have added value.

If only the annual assessment will be influenced by the weight of the training, if only the promotion will also be influenced by the number of training scores , then it is certain that every employee will make learning a part of their work pattern.

“Forcing” employees to learn

Several large companies seem to give “force” to their employees to learn, one of which is through e-learning . So, those who have completed the compulsory training module that month, and who then take the test questions at the end of the module and exceed the passing grade, are entitled to exchange their pass with a stick of ice cream while supplies last.

So, all employees will compete to do it. But do they really understand what they are reading? Do they really do problem after question at the end of the lesson? Not really! I guarantee that a stick of ice cream will look more attractive than the knowledge they can get through the e-learning module offered and the training objectives will not be maximized. LnD Manager will feel proud of the high percentage of learning, but the learning objectives are not achieved. This obviously will only give losses to the company.

Fostering a learning culture

There is nothing wrong with the “pushy” style above. For some companies that do not have a learning culture from the start, they must find strategies to foster a learning culture. But unfortunately not all companies consider that this is important. Because a learning culture will of course be synonymous with costs. Even some of the management that I met from several companies seemed to be “allergic” to the word training or trainingfor they only carry a number of numbers into his mind. This is clearly a mistake, because the big or small price of a lesson depends on the value of learning itself. You can organize learning activities with or even without material costs. But you will get maximum results materially when you involve the value of consistency in it. It’s never too late to foster a learning culture from now on.

 

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