What motivates employee workplace learning?

Do you give your employees an opportunity to learn, and do they take this opportunity?

Your HR managers probably explained to your staff everything about career development, skills improvement, learning goals and personal growth. However, there is a difference between the opportunity to participate and the actual participation.

What can you do to motivate workplace learning?

Firstly, let’s discuss what we mean by workplace learning. Until the 1990s, workplace learning was commonly associated with formal education. Formal learning is typically organized through courses provided by educational or training institutions, which can either be independent or established within the organization (Kyndt & Baert, 2013).

However, technological advances of the last 30 years increased the importance of informal education. Informal learning opportunities are not confined to deliberately designed learning settings but can arise during various on-the-job and off-the-job activities related to work (Kyndt & Baert, 2013).
According to the 2022 LinkedIn Workplace Learning Report, 85% of L&D pros expect to see the same or more on-the-job learning through projects (LinkedIn Learning, 2022) . Informal learning emerges from active engagement and routine work-related tasks where learning is not the primary intention (Kyndt & Baert, 2013) . Some individuals are internally motivated to learn for the sheer joy of acquiring new knowledge or mastering a skill.

Thus, organisations should encourage both formal and informal learning. You should also consider preferences of your employees. It is important to keep in mind that Generation Z is exceptionally interconnected compared to all previous generations. A recent study shows that Gen Z students prefer an independent learning style, they desire convenience and are open to honest feedback (Shorey et al., 2021).
They have grown up accustomed to communicating and sharing thoughts and ideas. This connectivity extends to how they approach learning and how they seek recognition. It is essential for organizations to acknowledge these motivations and tailor their L&D strategies accordingly to cultivate a culture of continuous learning.

Your HR managers are already great, and they do a lot of work to motivate your staff. However, there are digital solutions that can help them. Software platforms like AlbiCoins provide you with an internal corporate currency which any employee may earn for different activities and achievements.
The platform combines non-financial instruments of employee engagement and recognition with benefits cafeteria. This is a very useful tool for your HR team to reward employees for formal learning (successful completion of corporate training) and informal learning (for example, from projects and teamwork). The platform also fosters peer-to-peer recognition, which demonstrates supportive behaviour, encourages mentoring and creative behaviour, as well as inspires innovationand visibility, the latter is of particular importance for your younger employees.

References

• Kyndt, E., & Baert, H. (2013). Antecedents of employees’ involvement in work-related learning: A systematic review.
  Review of Educational Research, 83(2), 273–313.
• LinkedIn Learning. (2022). LinkedIn workplace learning report 2022: The transformation of L&D.
• Shorey, S., Chan, V., Rajendran, P., & Ang, E. (2021). Learning styles, preferences and needs of generation Z healthcare students: Scoping review.
  Nurse Education in Practice, 57, 103247.