Learning in the flow of work, also known as continuous learning, is not just a nice-to-have, it’s a strategic advantage for organisations and their employees.
This approach enables employees to maintain regular upskilling or reskilling, addressing current business needs, while preparing them for future market disruptions or innovations. It makes employees agile and adaptive, ready for the ever-changing environment.
Leveraging the power of continuous learning involves intentionally integrating learning into daily routines, work processes, and decision-making. By doing so, organisations can unlock and capture several significant benefits:
- Performance: Integrating learning into our daily work makes employees more effective and adaptable. Josh Bersin, an analyst, author, educator and thought leader who coined the concept of learning in the flow of work, has conducted research with LinkedIn suggesting that those who engage in workplace learning are 39% more likely to feel positively productive and 23% more prepared to take on additional responsibilities.
- Retention: Engaged employees are more likely to stay with their organisations, reducing turnover. Engaged employees also produce 23% greater profitability for a business.
- Wellbeing: A reduction in stress and an increase in confidence leads to improved mental fitness. Learning contributes to a 21% increase in confidence and happiness among employees. Additionally, employees who spend time learning at work are 47% less likely to be stressed.
Through continuous learning, employees can maximise their capabilities by questioning and refining their methods of operation, which naturally leads to enhanced organisational efficiency and financial success.
What steps can your organisation take to prepare for the future by integrating continuous learning into work processes?
Five methods for cultivating continuous learning
Building a learning culture does not happen overnight; it’s a continuous and iterative journey. Creating a robust learning culture within an organisation requires time, intentional effort, and a commitment to action. Here are practical tips for both organisations and leaders to consider when seeking to enable continuous learning in their context:
- Set a clear vision for learning
Define a compelling vision for learning within your organisation and communicate it consistently to all employees. Highlight its importance and relevance for achieving business success. For example, the RAF has implemented a future-focused learning strategy focused on capability development. The initiative has now saved individuals up to a week of training time and resulted in combined savings of £1m for the RAF. - Lead by example
Managers play a fundamental role by demonstrating their personal commitment to learning. By actively participating in training programmes and seeking and sharing knowledge and insights, they set a powerful example for their teams. - Promote learning communities
Foster a culture where learning is seen as a collective effort. Create opportunities to connect through methods such as learning circles, communities of practice (CoPs) or action learning sets (ALS) to aid your team’s knowledge and skills transfer. - Diversify methods of learning
Besides leveraging the right user-friendly learning platform, offer a variety of learning methods such as online courses, microlearning, gamifications mentorship, coaching and peer learning. Different people learn in different ways. Tailor learning experiences to individual needs. Align these experiences with employees’ career aspirations, job roles and organisational goals. For example, Lloyds Bank took a forward-thinking approach by commissioning us to develop an innovative, gamified learning solution to transform the way critical thinking skills are developed across their organisation. - Evaluate achievement
Regularly assess the impact of learning initiatives. Use metrics such as completion rates, skill and competency improvement, employee and manager feedback to gauge success. Use these findings to refine and enhance your learning initiatives. A unique example is the College of Policing who released a feedback video outlining how their gamified learning tool effectively aids police officers in handling high-risk missing person investigations.
Leaders must recognise the immense value of learning in the flow of work. When you actively promote and invest in continuous learning, several benefits emerge. Firstly, it fosters a culture of growth and adaptability, enabling your teams to stay ahead in a rapidly changing landscape. Secondly, it enhances employee engagement, as learning opportunities signal care and commitment from leadership.
Organisations that prioritise learning attract and retain top talent, creating a competitive advantage. Ultimately, by championing learning, you empower your teams to thrive and contribute effectively and efficiently.
Take the next step
Are you ready to integrate continuous learning into your organisation’s daily routines? Find out more about how you can build a culture of growth and watch your teams excel:
Justice Onwuka
Senior Learning Consultant & Leadership Coach
With a global experience in L&D Justice joined Capita in 2023 to provide value to clients across the public sector.
Justice equips organisations to see the deep, inherent, and multifaceted value of the people who work for them. Justice is passionate about seeing all employees thrive in the workplace rather than merely survive. Using a bespoke approach, Justice will work with organisations to create value-driven solutions that will help them achieve their goals, with a focus on learning initiatives that maximise employee engagement.
