Don’t restrict learning
- Many employees do not invest enough (?) in learning
- Even restrictive learning budgets don’t get used
- To ask for a training often takes several steps and approvals.
- Getting reimbursed is cumbersome. Sometime people have to pay from their pockets first.
- Companies I worked with worked with Learning budgets.
- Individual learning is often not core to personal development programs in companies
employees don’t invest in themselves
- not enough financial support
- cumbersome process
- no time beside operational work
- assumption that removing budget restrictions leads to wild west learning
A way forward
- Remove too strict learning budgets. If someone wants to learn then foster and amplify. And provide some as guidance.
Some Simple guidelines
Establish sharing of learnings either within your team or even outside your company
- based on the step of expressing is crucial for learning
- Suggest to build a connection with company purpose, missing, OKR.
- This way learning can help the company innovate and further progress in direction operational excellence
- Monitor yearly used learning investments and even share within company.
- It provides a social anchor and enables people to compare and adjust their investment
- And celebrate increased learnings and share success stories based on these learnings.
- Introduce a Day of Learning and Innovation. At Blinkist we used one Friday per quarter that was especially dedicated to learning (either individually or in small free formed groups)
- Make payment or reimbursement for learning super easy. E.g. via services Pleo where everyone can work with individual virtual credit cards.
- Provide simple access to knowledge. Blinkist e.g. offers BlinkistBusiness where employees get access to Key Insights from over 5000 non-fiction books and podcasts. This way one can get a fast overview on topics and take an informed decision on what to drill down.
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