Remote and hybrid work arrangements have become commonplace in many industries. With these arrangements comes the need for companies to adapt how they develop talent.
“Companies are facing engagement issues,” says Rebecca Taylor, CCO and Co-founder of SkillCycle. “Some employees are burnt out or overwhelmed from the amount of change they’ve navigated the past few years.”
Keeping employees engaged while they work in separate locations can take extra effort. For these team members, creating a culture of learning to support ongoing skill building and growth can be challenging but crucial.
The numbers vary by region and industry, but there’s no denying a significant change in how we work. Of those working in remote-capable jobs, 54% have a hybrid work structure, while 27% work exclusively remotely, and 20% work onsite, according to Gallup.
Building a healthy learning culture can help keep employees connected to company goals. However, leaders need dependable strategies to support ongoing learning and talent development among distributed teams.
In this article on how to foster a culture of learning within remote work environments, we’ll explore:
Organizations must make an intentional effort to deliver effective development programming for hybrid and remote workers. Only 15% of managers say they are comfortable managing remote and hybrid teams, according to McKinsey.
Growing these employees will take a significant commitment, but companies often find themselves under-resourced. These factors can contribute to employees being overwhelmed with work, leading to burnout and disengagement.
“Employees want to be able to learn and grow, but they need the time and headspace to do it,” says Taylor.
Another challenge is the need for more innovative approaches to promoting continuous learning. Many organizations rely on outdated methods such as traditional performance management, generic group training sessions, or one-on-one training that may not effectively engage employees.
There is an increasing disconnect between employees’ needs and companies’ solutions. As employee needs for personal and professional growth have grown, so has the gap between their expectations and the resources or solutions available.
Managers play a crucial role in supporting learning for remote workers by providing recognition, feedback, and guidance. Since managers work closely with their teams, they are best positioned to observe and appreciate their growth.
“Feedback from managers and other leaders in the organization is most impactful,” says Taylor. “It shouldn’t come from HR or other random sources, but instead from the people employees work with most closely.”
Managers who are equipped with tools and resources to track skill development can give specific, meaningful feedback. By reviewing assessments, they can see how an employee has improved over time and provide targeted praise.
Simple acknowledgments of progress can significantly enhance motivation and a sense of accomplishment. Managers who actively recognize and support their team’s development foster a positive and productive remote work environment.
Innovation is one of the most significant advantages that a learning culture drives. When employees are supported in ongoing development, they generate new ideas and communicate them more effectively, leading to greater innovation within the organization.
“Organizations with continuous learning and development are going to be more innovative,” says Taylor. “People will come up with new ideas and have the confidence to bring them forward.”
Continuous learning and development also improve employee retention. Employees who feel they are growing and developing are more likely to stay with the company and continue contributing. The resulting boost in engagement can lead to better job performance as employees build deeper connections to the company and grow their impact over time.
These benefits translate to better organizational outcomes and help protect companies from the cost of employee turnover. With higher employee retention and increased innovation, companies can also deliver better for their customers, increasing satisfaction and growth.
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SkillCycle formerly known as GoCoach featured in Forbes
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