Gone are the days when you get a degree, settle into a job and use the same skill set for the majority of your career. It’s a fast-paced world out there. Remote work, AI and a host of other changes are rapidly evolving the workplace. And with that fast-paced change, the knowledge and skills needed to navigate them are more important than ever. It means that organizations are rethinking their approach to continuous learning and, if done properly, are providing opportunities that benefit both team members and departments.
What do we mean by continuous learning? Continuous learning refers to an ongoing process of acquiring new skills and knowledge to keep up with industry trends, enhance job performance and stay relevant in an ever-changing world. In the workplace, it provides employees with opportunities to learn and develop their skills beyond initial training. It’s not just offering a course or workshop every so often. It’s a culture shift within organizations that requires investment, consistency and flexibility.
The concept of continuous learning comes from Deloitte’s research on learning models. They developed a continuous learning framework that breaks down three types of employee learning needs:
Immediate learning: Tools and resources employees need to perform their current roles right now.
Intermediate learning: Resources employees need to learn new skills and grow in their current roles while contributing more to an organization’s productivity.
Transitional learning: Resources and other elements employees need to meet an organization’s longer-term goals and prepare for a new role or career change.
Continuous learning is a mindset that says, “You should not be the same version of yourself a year from now as you are today.” And the benefits for organizations are powerful. Here are just a few examples:
- Increased productivity and innovation
- Higher cost efficiency with an increased pool of internal talent
- Happier workforce and higher retention rates
- Enhanced organizational culture and a more positive work environment
- Keeping pace with industry changes
Generation Z remains the most enthusiastic when it comes to pursuing learning and development opportunities at work. LinkedIn’s 2023 Workplace Learning Report found that young workers (ages 18-34) crave the most resources for career growth, learning and skill building compared to older generations. As a recruiting tool for attracting and retaining a new generation of workers, continuous learning opportunities are incredibly powerful if done correctly and thoughtfully.
How would you grade your organization in terms of continuous growth opportunities? Do you offer an occasional seminar or workshop and that’s about it? Are you doing well with immediate learning opportunities, but need more help with intermediate or transitional learning? Leah M Joppy and Associates can help. We’ll look at your current options for learning, make suggestions for growth and help you implement an effective plan that will benefit everyone.
Ready to get started? To learn more, call us at 301-670-0051 or email us at leah@lmja.com.