A continuous learning program incentivizes employees to better themselves, improving their technical and soft skills both in and outside the workplace. Ongoing training offers numerous benefits. Here’s why a continuous learning program matters and tips for implementing it.

Benefits of Ongoing Learning

Workers perform better, develop more confidence and are happier with their jobs when they participate in extended training programs. According to a 2018 LinkedIn survey, 94% of people said they would stay longer with a company that invested in their career development. Highly skilled employees are more productive and have greater opportunities for upward growth within a company.

Continuous learning programs are also crucial for defending against cyberattacks. In 2021, 68.5% of organizations worldwide were victims of ransomware attacks, one of the fastest-growing forms of malware. Threat actors are constantly changing tactics. Retaining talented security professionals and updating their skills is vital in preventing cybercrime.

Read more: Importance of Employee Training and Development: 6 Reasons Why Your Company Needs It

Define the Program’s Goals

The first step in implementing a continuous learning program is to define the reasons for doing so. Businesses should outline what they want to achieve. Are there specific metrics the management team would like to improve?

Some goals a company can aim for include reducing turnover, getting a better return on investment and boosting customer loyalty. A business might want to gain a competitive advantage in the market and improve employee morale. Defining the goals of an ongoing learning program makes it easier to create and implement the training.

Cater to Different Learning Styles

Some people enjoy reading books, while others prefer attending classes or seminars. Companies should offer several resources to address different learning styles and abilities. Ideas include:

• Online classes
• In-person workshops on the job site
• Off-site classes
• Audiobooks and podcasts
• Physical books
• Articles
• Group classes
• One-on-one training sessions with a mentor

Providing several ways for employees to participate in ongoing training boosts the odds people will want to do it.

Offer Incentives

Employees are much more likely to participate in ongoing learning if they receive a tangible reward for their efforts. Most companies pay employees for on-the-job training, but off-the-clock learning programs should also offer benefits to encourage participation. Shareable awards such as digital certificates and badges that enable learners to showcase their new knowledge and skills across their social media profiles are also effective at motivating learners to complete and continue their training.

Businesses can pay workers to take online courses or read books on their own time. The promise of a bonus is a strong incentive to keep learning and growing.

In addition to — or instead of — monetary awards, managers can treat employees to coffee, gift certificates and formal shout-outs on social media. Simple thank-you notes also go a long way toward rewarding continuous learning.

Make the Program Accessible

Businesses should ensure their ongoing learning resources are accessible. People are more likely to participate if a training program fits into their scheduled workday. Letting them listen to audiobooks or attend online classes after work is a good way to make a program more accessible. It also means the training won’t interfere with productivity at work.

Companies should offer continuous learning resources for free. For example, rather than making employees pay for books, an organization can subscribe to a shared Audible account and purchase what they want people to read.

Use a Learning Management System

A learning management system (LMS) is software designed to implement, track and document a company’s continuous learning program. It allows businesses to develop professional course content from the ground up. An LMS also creates different types of users, including students, teachers and editors. The software features dashboards to track people’s performance and progress over time.

Hosting fees for an LMS differ based on which features and support the software offers. Most companies operate based on a subscription model, with annual fees ranging from a few hundred to several thousand dollars.

Create a Spreadsheet for Tracking Progress

An alternative to formal LMS software is organizing the learning program on a spreadsheet.

For example, a company might offer an ongoing learning program where remote employees earn money for reading books. The HR department can make an Excel file with the list of available titles. There can be an empty cell next to each one where readers take notes about what they’ve learned. Workers can copy the spreadsheet template and track their progress.

Although not as official as learning management software, sometimes a spreadsheet is all that’s necessary to offer an ongoing learning program. This approach can also save a company considerable money.

Fostering Progress

A continuous learning program is a valuable tool for any business to implement. It encourages personal and professional growth, boosts retention rates, and improves productivity. Continual training also bolsters companies against cyberattacks by keeping the security team current.

Organizations should make their continuous training programs attractive and accessible to all employees. Different content delivery methods keep things interesting and meet people’s unique learning needs. Companies that provide ongoing learning programs can improve their organization from the inside by helping employees better themselves.