As the employment marketplace becomes more competitive and the average cost of every new hire sits at over £5,000, we explore the importance of a learning culture within an organisation and how this can support more effective retention and engagement amongst employees.
At FSV we support with challenges and opportunities related to building an effective talent pipeline across a diverse range of customers. Our insights suggest the one key factor influencing an individual’s decision when choosing an employer is whether or not they will be valued, and secondary to this, if they will be able to make a positive impact or not.
When we hear these statements it is clear that we all want to feel valued in our roles and what we are really saying is “Will I just be a number or will my employer actually care about me and my development?” There are various employee rewards schemes and engagement strategies that can be used but by far the stand out method to ensuring your employees feel valued is in creating a learning culture across your organisation. In any organisation its learning culture is crucial and can directly impact the performance of an organisation.
The above statement will mean many things to many people – so it’s important to clarify what we mean when we talk about ‘learning’ within a business or role, and how you build this into your organisation, to form an active learning culture.
Learning is an active process, a way of thinking and doing. It includes various styles from problem solving and questioning, to idea sharing and proactively developing employee skill sets. Our work tells us that by creating effective career and progression routes, having access to a variety of learning opportunities - regardless of role or level, and actively promoting learning (including encouraging and learning from small failures), results in your employees feeling more valued within their role and subsequently being more productive.
As human beings we are knowledge hungry, it makes sense that we look for learning opportunities and progression in our roles - and ultimately, we are seeking to be better at what we do and better ourselves along the way. We learn by doing, making small failures is a natural part of this process. - we must embrace this, recognise what our employees need and support them to learn. The reality is, this will drive growth, open discussion and promote innovation organisation-wide.
To address the second statement made by many employees “Will I make an impact?” - Of course this matters to us all. No one wants to feel like their role is a pointless pursuit for zero results. We want to add value to the organisations we work with, and take pride in achieving something. Below we share our tips on how you can create the right culture in your business.
At FSV we practice what we preach and use our experiences, learnings and expertise when it comes to helping other companies create and implement a great learning culture. Follow the above tops tips and let us know how you foster this environment in your company - we'd love to hear from you.
Some final thoughts from the team at FSV below on why a learning culture is important to them:
Jake Solomon, Digital Marketing Apprentice:
Claire Swift, Project Manager:
Aimee Palin, Junior Business Consultant:
For more from FSV or to get in touch with them, please use the contact details below:
Tel: 0191 691 1320