Companies are continuing to learn the value a positive workplace culture has on their bottom line. When employees are happy and committed to their employers, that fulfillment not only translates into a better work ethic, but instills a vested interest in the success of the company.

As businesses seek to create an environment that facilitates a solid company culture, they should strive to make learning a part of that environment. Employees that are continually learning are continually improving, which means the company is also improving.

How learning affects production

Modern companies must stay flexible to stay relevant. Technology is advancing faster than ever, and only businesses that are quick on their feet will be able to implement changes as fast as they occur in the environment. Some studies suggest that modern skills have a half life of only 2 ½ years. When employees are not actively learning, stagnation and complacency can stall progress.

One way learning effectively combats complacency is by setting goals beyond just the pay scale. When workers are learning, they feel they are progressing as professionals. The learning not only makes them better at their jobs, but prepares them to climb the career ladder. That’s more important than employers may think: a recent survey from Hibob showed that 56% of workers rated career growth as more important than compensation.

A learning culture also helps foster further investment in company progress. By keeping progression of both the company and the individual in focus, the employee can more easily associate their progression with the success of the business. It is a reinvestment of the company back to the employee, which many surveys have shown to be a primary factor in worker satisfaction.

Fostering a Learning Culture

Learning begins with leaders. As leaders engage in what is driving their particular markets and the best way to address their evolving landscape, they must be proactive in developing a learning curriculum that is both interesting and pertinent.

Create a formal plan

Instructing employees to google the latest sales model is not a learning program. Employers should develop a formal learning plan specific to each employee’s role.

Reward learning

Creating motivation to learn can be difficult, especially in companies that are still developing positive cultures. Rewards in the form of formal recognition and bonuses go a long way in helping employees give learning the attention it deserves.

Encourage creativity

Creative employees can be a game changer for companies by coming up with methods and strategies that streamline operations and increase efficiency. As workers progress through the curriculum, they should be pushed to take risks that may benefit the company. Failures in these endeavors should be heralded as brave strides toward progress, not punished. Success should be rewarded.

Promote the learning journey

Using behavioral and personality surveys, the search for excellent learners begins with the hiring process. As these learners are cultivated through the formal curriculum, supervisor and leadership positions should be filled from within by exceptional learners who will only continue their ascent.

In today’s market, it can be especially easy for leaders to spend their time putting out fires and just trying to manage the day-to-day of business operations. Employers with a solid vision, however, will see that investing in their employees through learning pays off in a more flexible organization, faster innovation, and stronger, more durable organization.