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| 4 tips for business people to build a culture of work and learning |
It turns out that promoting the culture of learning has become a top priority, given that companies in this environment are more productive with 37% of similar institutions and have 92% potential for innovation, and companies invest heavily among teachers, which is not strange enough, the culture of worker learning will reach 360 One billion dollars in 2018.
However, many companies, institutions, and businessmen struggle to create a successful learning environment: nearly three quarters of managers are dissatisfied with their talent development programs, and employees report using only 12% of what they have learned as motivation. Training costs companies a lot of time and money. Sometimes the staff.
4 tips for creating a business learning culture:
First hire someone with growing attitudes.
Carol Doyk, a psychologist at Stanford University, said that people with a growth mindset do not see the ability to grow, but they are constantly working to improve and find opportunities for development. They have the skills to meet challenges and resilience to failure. In other words, they are the ideal partners for developing a culture of business learning.
You should know that talent training begins with talent training. So if you hire curious people who are interested in development, learning opportunities will appear in the future.
(Jeff Bezos) raises a number of questions that must be asked before making a job decision:
- Do we respect this person?
- Does this person improve the efficiency of the team they join?
- To what extent does this person become a star?
Follow the top-down learning model.
Managers quickly emphasize the importance of developing employee training, but they are unlikely to receive their own training and make changes to spark employee attention or keep pace with the competitive environment behind the company. In this case, note the following:
- Share your playlist.
- Discover the possibilities with your employees.
- Take on new challenges and track your progress.
- Be more positive in your comments.
- Share bugs, improvements and what you've learned.
- Invest your time in development.
It is easy to say that you focus on professional development, but allocating time is different because companies with a culture of learning as part of their business model find that growth occurs naturally in these evaluation workspaces. Monitoring and rewards are made and learned while employees insist.
Provide helpful notes.
Learning becomes impossible without constructive criticism, and unfortunately 26% of employees don't think the comments they receive will help them improve. In order to actually grow, they must give more advice.
Learning comments can take many forms, but often includes a focus on improvements.
What can employees do next? How will managers provide more support?
Good scores are combined with steps to help you make the changes you want, while good scores help improve and track progress.
In today's fast-paced world, worker training has become a necessary prerequisite for growth and growth, and most companies know this, but they rarely do.