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Secrets to Creating a Continuous Learning Culture in Employee Training

Every successful employee training program is based on a solid learning culture. Employees should have the opportunity to make mistakes, learn from them, and improve their talents at any stage of the journey. How do you develop a continuous learning culture to support your remote workers and tackle emerging challenges? This eBook offers actionable tips for every use case, from onboarding to on-the-go support. Before we dive into the preview, let’s look at the characteristics of effective learning cultures that stand the test of time.

eBook release

Lifelong L&D: How to Develop a Learning Culture to Support Modern Work Environments

Discover how you can cultivate a supportive and collaborative learning culture for your remote employees!

6 characteristics of a successful continuous learning culture

Every learning culture is different as it is always based on organizational goals. But there are some things that thriving cultures have in common. Here are 6 key features to focus on when developing your L&D framework.

Honors to the individual

Learning culture should create a sense of community. However, you also need to consider and respect the needs of each employee. What do you expect and require from your organization and your online training program? What are your main sources of motivation? How can you get the most out of them while building better camaraderie with coworkers? First and foremost, a culture of continuous learning causes them to evaluate their performance and personal gaps without feeling alienated.

Creates a feedback loop

Feedback is important for long-term growth, but it has to be a loop that includes mutual exchanges between your team. For example, managers should be able to give and receive feedback from their departments. In the case of lifelong L&D, feedback usually takes the form of surveys, polls, reviews, and interviews. You can also use more discreet methods like Gamification Rewards and Course Levels to provide instant feedback.

Reflects the core values

Every element of your continuous learning culture must reflect your company values, beliefs and mission statement. For this reason, organizational culture and learning culture often go hand in hand. For example, your company prides itself on open communication and active collaboration. Hence, these should be your pillars when it is time to develop your continuous learning culture. How can you promote knowledge sharing between your remote workers? Should you start a staff-created library that they can use to upload content to improve their peers?

Empowers leaders to pave the way

Of course, all employees play an important role in developing a continuous learning culture, but leaders set the tone. You need to lead by example and emphasize the importance of lifelong learning. For example, they encourage employees to take certification courses for continuing education and retraining. Or they welcome suggestions from staff regarding new additions to the JIT micro-learning support library.

Encourages ongoing analysis

An L&D manager’s job is never done. There is always room for improvement, and that is one of the tell-tale signs of an on-going learning culture. Organizations must always be on the lookout for new and improved ways to meet employee needs and fuel personal growth. Assess LMS metrics, annual reports, and other key data sources to pinpoint emerging gaps. You should also invite employees to do the same on an individual level when it comes to productivity and performance in the workplace. For example, they can take part in qualitative assessments such as simulations and scenarios to identify opportunities for improvement.

Offers barrier-free support

Employees can uncover knowledge, ability and performance weaknesses at the worst possible times. It is a company’s responsibility to provide them with personal support that is easily accessible and consumable. For example, a bite-sized training repository that you can use to get things done quickly without compromising. Another source of support is peer coaching. You can ask your employees for on-site insights to avoid common mistakes and increase productivity. Even a social media group or message board can be enough to fill in the blanks.

About this eBook

In addition to giving you a high-level overview of developing a continuous learning culture, this guide provides tips and techniques that you can use in your own organization. Here’s a quick look at what you’ll find in it:

  • Enhance your learning experience with employee training software
  • Reinventing New Hire Onboarding: The First Impression of Learning
  • Develop retraining and advanced training courses to meet modern requirements
  • Mobile learning: Delivering adaptable learning experiences
  • Learning Advocates: How Executives Can Change or Improve Your Learning Culture
  • Take corporate learning to the next level with artificial intelligence
  • Use LMS Analytics to get insights into the learning culture
  • Face the challenge: create a continuous learning culture

This is essential read for L&D and HR managers looking for innovative ways to deliver adaptable, accessible, and engaging training to their remote work teams. It offers a hands-on look at using modern technology and ID methodologies to take your employee development program to the next level.


How do you weave the culture into every aspect of employee development to create meaningful change? Download the eBook Lifelong L&D: How to Develop a Culture of Learning in Support of Modern Work Environments for further insight into cultivating a culture that promotes lifelong learning.

eBook publication: VIVAHR


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