Happiness at the workplace has so much to do with workplace culture. A culture that nurtures employees’ growth, makes employees feel that their whole being is utilized and makes them happy. Stephen Covey in his book “The 8th Habit” says people’s basic needs are to live, to learn, to love and to leave a legacy. And to achieve this, you need discipline, vision, passion and conscience. Learning is a big component of our work life to help us achieve, to excel and to contribute to the fullest.
A corporate organization that encourages learning has a very healthy work culture. A culture that is reflected on a daily basis, where employees feel connected to their co-workers and where they feel confident of doing their job. So, how can you have a healthy learning culture? With technology, it becomes easy to help an organization have a cutting edge over their competitors through a continuous learning culture.
Here is a three step approach for creating a learning culture through eLearning.
1. Learning Calendar – Conduct a meeting to develop smart goals and Identify learning gaps
Everything starts with what a company or an individual wants to achieve in a given year. So, start with individual and organizational goals. Managers must play a major role in identifying individual goals and then determine the learning gaps. Once we finish the company-wide learning gap identification, we should come up with top training needs. Based on the individual training needs, create a learning path for each individual in the Learning Management System (LMS), where each employee will know their learning schedule over the year.
2. Develop a holistic eLearning curriculum
Based on the learning gaps and coming up with detailed training needs across the organization, we should define how much training would be made available through eLearning. Most of the organizations use a blended approach. They develop the entire curriculum in eLearning and blend it as a pre or post classroom training. Most organizations start with developing a product training curriculum, which is assigned to their sales force based on individual learning gaps.
For example, a pharmaceutical company is launching 100 learning bytes for their new sales team. They would like to blend this eLearning curriculum to support their extensive classroom training. They divided the curriculum on the basis of the drugs they sell. For each drug, they have designed 3 learning sections – One on normal physiology, one on abnormal physiology and one on the drug and dosage. Each learning section is not more than 10 minutes. So if the normal physiology needs more explanation, it would be broken down into 10 minute modules. Internal SMEs develop the curriculum and outsource the development of courses to an eLearning development company to create courses using Articulate Storyline.
3. Promote a Learning Culture
The best of the products don’t get sold, if they are not promoted enough. Same is the case with eLearning. When eLearning courses are launched, it is important that the top management promotes it to the team. If eLearning and learning culture are promoted from the top, they are easily accepted and the fruits of learning will be seen rapidly.
Most organizations send trailer videos and good wallpapers top promote and launch new eLearning.
To conclude, I would say, if we grow, we feel happy and the best way to grow is to continuously learn and achieve our dreams and aspirations. An organization that has a strong learning culture is a happy place to work!
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