Adding Education to your Company Culture
28 Feb, 2018

Organizations grow when their people do. Even the best team members often put their own development aside, instead choosing to focus on the needs of day to day work. This habit probably exists in your company, too.

It’s long been said that education improves your opportunity to have a better job. Plenty of studies allude to it, like this one from the Brookings Institute, but at some point, the formal education path ends with the completion of high school or college.

So, how do employees keep learning?

Employees often count on you, their employer, to pick up where their previous teachers left off. Usually, it’s because they can’t really find the type of training they need on their own or they aren’t sure what skills or concepts we be helpful for them to learn.

So, how can you step up and help your employees get access to education that helps them grow themselves and your company?

First, encouraging employees to make time for own learning by giving attention to each individual to inquire about personal goals & motivation. Next, encourage each team member to perceive their professional development as both important and urgent so that it doesn’t become so easy to blow off later on.

There are three more crucial steps in shifting your culture to education and making sure that both team members and organization alike are reaping the benefits.

  1. Evaluate your onboarding process. New employees will learn most about how your company and how it operates during the onboarding process. You want existing employees to make a friendly first impression, however, this onboarding stage includes plenty of risk for inadvertently learning bad habits or incorrect information from coworkers. Outline your onboarding process and do it the same way for each person, each time.
  2. Harness the power of video. Switching to video-based learning matches the way that Americans learn better than makeshift classrooms. Video learning keeps employees engaged and most web-hosted learning platform will include reporting to let you know how your team is interacting with educational opportunities. You should expect your vendors to provide functional product and/or software training but also recognize that, to create a top-notch environment, you need to teach people about strategy and bigger picture concepts. To help with this, we’ve created LabTac Academy to help make this easier for your organization to find the right kind of courses.
  3. Set goals and celebrate. Completing training is an achievement! Face it, training at work can be dry for a team member. In most cases, the feeling is it’s required and it’s the company that plans to benefit from the education. Work to change that perception by creating a positive, competitive goal and incentivizing it. “If we keep our on-hold orders below 7% all month, we’ll have the Waffle House food truck come to the office for a day.” You should understand what your goal is before investing anyway, so this is beneficial for both leadership and team members.

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