Chelsea C. Williams, Founder & CEO, Reimagine Talent Company.
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Do you desire a workplace culture where your team can grow through learning? As an HR manager or leader, the time and resources you dedicate to creating and supporting continuous learning opportunities will yield exponential returns in fulfillment, engagement and productivity. According to a SHRM 2022 survey, 76% of employees are more inclined to remain at companies that offer continuous learning and development. Additionally, nine in 10 human resource professionals said training is a useful support for talent attraction and retention.
I recently had a discussion with a friend and former classmate, Kelly Harper Lee—the director of community impact for WNBA team the Atlanta Dream—about building a culture that supports growth and development. Based on the insights we shared with each other, here are three actionable strategies, adaptable to any budget, that you can employ.
1. Foster Knowledge Sharing
Find ways to encourage an environment where knowledge flows freely rather than being hoarded. For example, employee resource groups (ERGs) or professional associations are great opportunities for peer-to-peer learning. ERGs embrace participating employees' unique backgrounds and experiences, which helps create a culture of creative problem-solving and continuous improvement.
Managers play a vital role in creating this space for knowledge exchange through assigning team projects or spearheading cross-functional collaborations. At Reimagine Talent, for example, we've had departments successfully collaborate on thought leadership white papers that built on the insights and experiences of every team member. Their unique specialty areas enriched our content, and participation encouraged them to grow and strengthen their skills.
You can also integrate continuous learning into daily operations. For instance, sending regular updates fosters engagement and sparks conversations. I share industry and client news and marketing and product initiatives; but most importantly, I give shout-outs to each team member about the impact of their work. Meanwhile, my friend Kelly likes meeting her team’s learning preferences by sharing easily digestible resources through platforms they’re more likely to engage with, like TikTok and YouTube.
Some other ways to provide learning opportunities include job shadowing and job rotation for hands-on experiences. Mentorship programs, both official and unofficial, are also incredibly valuable for knowledge sharing.
2. Deliver Continuous Feedback
Feedback is a cornerstone of continuous learning. Managers must position it as a personal and professional growth tool rather than criticism. Create a culture where routine feedback is celebrated as part of the workflow.
During people manager training, I’ve identified giving feedback as one of the biggest challenges for managers. Giving good feedback requires asking questions that allow someone to feel vulnerable without compromising trust. Effective managers need to diagnose the root cause of an employee’s behavior without biases or assumptions, as well as demonstrate the social-emotional intelligence needed to imagine someone else’s feelings. It’s no wonder feedback can often seem like a herculean task!
If you need to deliver feedback remotely, provide the same thoughtfulness that you would in person. Minimize distractions, and carve out enough time so the meeting doesn’t end abruptly. Schedule a follow-up meeting to check in, see how the feedback was received and address any lingering concerns or confusion.
As a manager, I've also learned that the ability to receive feedback is as crucial as giving it. Regularly seek input from your team and colleagues by asking questions like “What can I do better?” or “Do you have what you need to be successful?”
3. Encourage Digital Learning And Live Events
Getting out of the office has a new meaning for hybrid and remote teams. However, the idea remains the same. Continuous learning includes the ability to leave the office or desk and experience new opportunities, people and concepts.
Encourage your team to participate in professional development opportunities. connect with the workplace community, attend social events and engage with diversity initiatives. These things can include volunteer opportunities, ERG-specific events and lunch-and-learns.
My friend Kelly asks her team to block off time in their weekly schedule for learning events, like LinkedIn Learning, Skillshare or Coursera classes. She wants them to internalize that learning constantly is how they can stay relevant professionally. She also encourages her team to maintain a strong online presence and become thought leaders in the areas they’re passionate about. It encourages them to continue learning and connects them with others who share their interests and values.
Development Benefits Everyone
In a webinar about people development strategies I recently led, we discussed reasons people leave jobs, and lack of professional development was high on the list. When you foster knowledge sharing, provide continuous feedback and actively seek opportunities for you and your team to learn and grow, you can improve job satisfaction. Beyond building up employees, this will also contribute to your organization’s overall success.
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