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How to Build a Learning Culture to Inspire Employee Growth

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Do you know the No. 1 area of investment for HR in 2019? It’s employee training and development, according to a study by Payscale.

Why? Because, constant change in the modern workplace demands employees to continuously adapt and learn new skills. LinkedIn’s talent research shows that half of the most in-demand skills today didn’t even make the list just three years ago.

Employees and employers are both recognizing the need for training and development. In fact, LinkedIn reports that 94 percent of employees say that they would stay at a company longer if it invested in their career development.

So how do you create a culture for learning at your company that inspires employees to grow?

In this webinar, experts from BizLibrary and The Predictive Index will share their expertise on:

Why you should invest in employee learning and development
How to motivate your employees to make time for their growth
How to create a culture that facilitates learning

Published in: Recruiting & HR
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How to Build a Learning Culture to Inspire Employee Growth

  1. 1. bamboohr.com BizLibrary.com Libby Mullen Learning & Development Manager BizLibrary Matt Poepsel, PhD SVP of Product Development The Predictive Index
  2. 2. THE #1 AREA OF INVESTMENT FOR HR IN 2019 IS EMPLOYEE TRAINING AND DEVELOPMENT. - Payscale, 2019
  3. 3. WHAT YOU’LL LEARN • Why you should invest in employee learning and development. • How to motivate your employees to make time for their growth. • How to create a culture that facilitates learning. • 7-step action plan on how to build a learning culture.
  4. 4. WHY SHOULD YOU INVEST IN EMPLOYEE LEARNING AND DEVELOPMENT?
  5. 5. “94 percent of employees say that they would stay at a company longer if it invested in their career development.” AN INCREASE OF EMPLOYEES WHO WANT PROFESSIONAL DEVELOPMENT OPPORTUNITIES
  6. 6. 87%of millennials say development is very important in a job compared to 69%non-millennials.
  7. 7. “ 60 percent of graduating college students would be willing to accept a lower salary if that meant the chance to work for a terrific organization.” - Accenture Survey
  8. 8. LEARNING & DEVELOPMENT OPPORTUNITIES LEAD TO BETTER ENGAGEMENT. Organization Organization Organization Organization Organization Organization Organization Organization Job Organization 1 2 3 4 5 6 7 8 9 10 RANK CATEGORY ENGAGEMENT DRIVERS I believe my organization has an outstanding future. I trust the senior leadership of my organization. The senior leadership of my organization has communicated a vision of the future that motivates me. I believe this company puts as much energy and investment into its people as it puts into achieving its business strategy. Our organization is stronger because of its culture. There is great open, honest, two-way communication in my organization. My organization provides me with the opportunity for learning and development. I believe I am rewarded fairly for my hard work and contribution (e.g. compensation, benefits, perks). I am excited about the work I do every day. Senior leaders have clearly explained the reasons behind the changes made in the organization.
  9. 9. WHEN PEOPLE ARE ENGAGED… 25%lower turnover (in high-turnover organizations) 65%lower turnover (in low-turnover organizations) 6%higher net profit margins 21%higher productivity 22%higher profitability
  10. 10. CONNECTING TALENT STRATEGY & BUSINESS STRATEGY DIAGNOSE DESIGN HIRE INSPIRE BUSINESS STRATEGY BUSINESS RESULTS
  11. 11. How do you motivate your employees to make time for their growth?
  12. 12. 3 WAYS TO MOTIVATE EMPLOYEES TO MAKE TIME FOR THEIR GROWTH Reward & Recognize Share & Listen to Feedback Autonomy & Transparency
  13. 13. REWARD & RECOGNIZE
  14. 14. SHARE & LISTEN TO FEEDBACK 1. Share the benefits of employee education. 2. Schedule time to discuss development goals and personalize conversations and education methods to the individual. 3. Create a safe environment for people to invest in their growth.
  15. 15. AUTONOMY & TRANSPARENCY Employees own their own education.
  16. 16. How do you create a culture that facilitates learning ?
  17. 17. WHAT IS A LEARNING CULTURE? A learning culture is a set of organizational values, conventions processes and practices that encourage individuals and organizations to increase knowledge, competence and performance.“ “
  18. 18. ADVANTAGES OF A LEARNING CULTURE 32%more likely to be first to market. 37%greater employee productivity. 34%better response to customer needs. 26%greater ability to deliver quality products. And they generate, on average, 3X higher profit growth.
  19. 19. TRAINING CULTURE VS. LEARNING CULTURE THE ENVIRONMENT WHO IS IN CHARGE STYLE TOPIC S A series An experience Only assigned to employees One way Compliance, basic onboarding Employees seek out the courses for personal development Multiple modalities: microlearning, video, ebooks, quizzes, gamification Soft skills, leadership, interviewing, anything the employee seeks out TRAINING LEARNING
  20. 20. BUILDING BLOCKS FOR A LEARNING CULTURE Mission, Vision, and Values Leadership Buy-in & Leadership Action Management Training Make it fun! Rewards and Games
  21. 21. MISSION, VISION, AND VALUES • Must be intentional • Send continuous signals that leadership cares about employee education • Give positive reinforcement in interactions with employees
  22. 22. LEADERSHIP BUY -IN & LEADERSHIP ACTION Show leaders why it’s a win for the business. Attract New Talent Retains and Engages Current Employees Reinforces a Productive Culture Helps the Company Stay Nimble
  23. 23. MANAGEMENT TRAINING The Importance of Manager Training aren’t engaged on the job plan on leaving within year. 71% 50% What is the cause? Their Manager
  24. 24. MANAGERS ARE NOT BEING TRAINED 58%Of managers said they didn’t receive any management training.
  25. 25. MAKE IT FUN! REWARDS AND GAMES TEAM LEARNING LUNCH & LEARNS GAMIFICATION THINK. PAIR. SHARE.
  26. 26. 7-Step Action Plan: Building a Learning Culture 1. Conduct a health-check- are learning gaps causing business issues? 2. Ask your business partners to identify current skills gaps. 3. Add professional development questions to your exit interviews. 4. Prioritize skills development needs and co-develop a plan with your business partners. 5. Emphasize autonomy and personal accountability for learning. 6. Reward and recognize employees’ development investments early and often. 7. Ask your leaders to lead by example.
  27. 27. Questions? See what PI can do for your business. Visit us at www.predictiveindex.com The Predictive Index Receive a demo of the BizLibrary Solution We’ll contact you shortly to set up a demo BizLibrary
  28. 28. bamboohr.com BizLibrary.com Thank You! Follow The Predictive Index and BizLibrary on social media predictiveindex.com | bizlibrary.com

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