Here's how SMEs can build a learning culture

When employees see their leaders actively engaged in learning and personal development, they are more likely to follow suit.

Most large organisations and their CEOs talk of building a culture of learning or proclaim their intent of creating a learning organisation. Do they really know or mean what they say? Does it make sense for small and medium enterprises (SMEs) to consider a culture of learning?

In a disruptive and volatile marketplace, the ability to adapt and learn is a critical competitive advantage for any business. Creating a learning culture within an organisation is key to encouraging employees to keep developing their skills and knowledge. Let me delve into effective strategies for SMEs to cultivate a learning culture and see what successful implementations look like.

But first, what is a learning culture? It is an organisational environment that encourages and supports continuous learning and development among its employees. In such a culture, learning is not viewed as a one-time event but as an ongoing process that is integrated into daily operations and the company's values.

Here are some reasons why a culture of learning is important for SMEs:

>> A learning culture will enable SMEs to adapt quickly to market changes and industry trends. It will also enable them to be better informed about developing trends.

>> It will inculcate a sense of purpose and engagement among employees, leading to higher job satisfaction and, therefore, better retention. Talent shortage is a serious problem for SMEs.

>> Continuous learning will encourage employees to think creatively and contribute fresh ideas that can help overcome setbacks as we saw in some SMEs during the pandemic setback.

>> Enterprises with a learning culture are more likely to outperform their competitors because they will find opportunities and quickly address the needs.

There are many strategies companies have adopted to build such a culture and used tools like the balanced scorecard to execute them.

Here are some strategies based on successful global company practices from which SMEs can learn:

Lead by example

Ed Catmull, co-founder and president of Pixar Animation Studios, is known for his commitment to learning and growth. He regularly participates in creative feedback sessions and encourages his employees to be open to critiques and learning. His leadership has helped in creating a culture of continuous improvement and innovation at Pixar.

SME leaders should model a commitment to learning and be open to feedback. When employees see their leaders actively engaged in learning and personal development, they are more likely to follow suit.

Invest in training and development

Take the case of Zappos, the online shoe and clothing retailer. It is renowned for its commitment to employee training and development. The company offers new employees a four-week training programme that immerses them in the company's culture and values.

Zappos also provides opportunities for skill development through in-house workshops and tuition reimbursement.

SME owners should allocate resources to training and development programmes. These can include on-boarding programmes, workshops and financial support for employees pursuing further education or relevant skills.

Encourage knowledge-sharing

Google is known for promoting a culture of knowledge sharing through various initiatives, such as "20% time", where employees can spend a portion of their work hours on projects of their choosing. This promotes cross-functional collaboration and the sharing of ideas.

SMEs should create opportunities for employees to share their knowledge, experiences and insights. This can be achieved through regular meetings, brainstorming sessions or collaborative projects.

Offer learning flexibility

Microsoft's "Growth Mindset" initiative encourages employees to embrace challenges and view failures as learning opportunities. The company provides flexibility in how employees develop their skills, allowing them to choose from a variety of learning resources and formats. Employees can also choose a mentor from the list provided.

SMEs should provide employees with the flexibility to choose how they learn. This can involve offering online courses, mentorship programmes or access to a variety of learning resources.

Recognise and reward learning

AT&T, one of the pioneers in telephone and cellular services, offers a robust tuition reimbursement programme, providing employees with financial incentives to pursue higher education and gain new skills. It also has a system for recognising and rewarding employees who make significant efforts to learn and grow.

SME leaders should implement recognition and reward systems to motivate employees to embrace a learning culture actively. This could include promotions, bonuses or town hall recognition.

Build a safe learning environment

IBM is known for its "Think Fridays", where employees are encouraged to dedicate a portion of their Fridays to independent learning. This time is considered "safe" for employees to explore new ideas, make mistakes and learn without fear of negative consequences.

SMEs may create a psychologically safe environment where employees are encouraged to take risks, make mistakes, and learn from them. This will promote a culture of innovation and continuous improvement.

A learning culture is a powerful asset for SMEs seeking to thrive in today's dynamic business environment. The above examples demonstrate that organisations of all sizes can successfully implement these strategies, ultimately enhancing their overall performance and success in the long run.