Fudgelearn provides your users and teams with knowledge

Maintaining a learning culture

Introducing how to create a culture of learning and continuous learning.

Fudgelearn provides your users and teams with knowledge

Maintaining a learning culture

Introducing how to create a culture of learning and continuous learning.

Learning in the workplace is no longer about a single workshop, course or training video an employee must take. It’s now much more than that, it’s about continuous learning and creating a culture of learning to support it. This takes time and effort but it is worth the investment.

Our partner Oracle defines a learning culture as ‘a set of organisational values, conventions, processes and practices which encourage individuals – and the organisation as a whole – to increase knowledge, competence and performance’.

To understand how a learning culture is formed, it is important to understand how culture overall is developed. The Society of Human Resources Management defines a workplace culture as “the glue that holds an organization together. It is a silent code of conduct.” This is what drives employee actions in a subtle way.

Whether you know it or not, your company already has a workplace culture, which has been defined by Senior Leadership beliefs and actions.

Culture of learning

A learning culture is one that values and encourages learning, developing this is an investment, but provides great benefits to your company. It is aimed at growing your staff’s potential and growing your business. It enhances employee engagement and increases productivity.

However, implementing this culture is not something that happens overnight. Here are key steps that can be taken to head in the right direction.

  1. Make Learning A Core Value
    Making learning a clearly defined core value of the business, supported and championed by Senior Leadership by providing the required resources to underpin this key value.
  2. Develop role-based learning paths
    Learning paths inspire and guide employees by providing them with relevant growth plans. These plans come with learning goals and outcomes which will engage employees as part of the overall strategic plan.
  3. Provide staff with Career Coaching
    Learning often comes from the need to drive a career, and when career coaching supports this the results can be a real focus on self-directed learning. It also helps to clarify the guidance of the career.
  4. Lead By Example
    If organisational leaders are engaged and dedicated to their own continuous learning, it reinforces a learning culture.
  5. Have The Right Learning Environment
    Implement a Learning Management System, create Peer Support Networks or Social Learning Channels to knowledge share.

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