Make learning the foundation of hybrid workplace culture

For many organizations, the hybrid workplace is here to stay. After the whirlwind of the past two years, there is no “return to work” as we once knew it.

As your organization navigates the evolving hybrid workplace, it will undoubtedly bring new challenges. Sixty-one percent of global executives believe the hybrid workplace will require a significant change in corporate culture. With that challenge comes the opportunity to shape a culture in your workplace that is strong enough to thrive amid uncertainty. Now is the time to root your culture in learning. That way, as your employees develop and mature, they have the skills they need to take on the challenges of the future.

How can you cultivate a learning-forward culture?

The word culture is derived in part from the Latin word colere, which means to cultivate and nurture. Culture implies continuous growth and adapting to changes. Organizational culture — “the way things get done around here” — is about collective beliefs that lead to behaviors.

As leaders focus on creating the organizational culture needed to thrive in a hybrid workplace environment, some behaviors and norms will need to be embraced, while some might need to be “unlearned” or left behind.

In a learning-forward culture, leaders emphasize, model and reward behaviors that demonstrate individual and organizational learning.

Read on for four actions you can take to cultivate a learning-forward culture in the hybrid workplace.

1. Create a psychologically safe space for dialogue and feedback

When a workplace has a high level of psychological safety, people feel comfortable speaking up early and often, asking questions and admitting mistakes. This is the foundation for a learning-forward culture, in which employees can challenge assumptions and learn together.

In a context of continuous disruption, your employees will constantly be tested by failure, as will you. Look to agile methodologies and the concept of “failing fast” to encourage your team to take risks, get quick feedback and adapt. Remind leaders to treat mistakes as opportunities to learn, rather than placing blame, so that it creates a safer space for groups to evolve together.

To create that safe space, you must also encourage meaningful dialogue. It goes beyond communicating information; when effective, it also creates connections. Especially in a hybrid workplace, leaders need to make time for quality conversations and one-on-one connections with employees, which means both informal and scheduled conversations.

In a learning-forward culture, effective communication and feedback become part of the workplace ecosystem. The good news is, giving feedback (and receiving it) are important skills that can be taught. Encourage your employees to practice this type of open communication in a safe environment so it becomes more natural and sets the stage for future feedback.

2. Recruit and develop employees skilled at learning agility

A learning-forward culture values a growth mindset that attracts, develops and retains a workforce that truly wants to learn and help others learn as well.

As navigating a hybrid workforce continues to take us out of our comfort zones, employees with learning agility skills are able to better adapt in uncertain environments.

To foster learning agility, encourage your team to embrace the unfamiliar and challenge the norms of the past workplace with curiosity. Prioritize developing skills that are increasingly important in the hybrid workplace, such as emotional intelligence, so that employees are better able to effectively communicate and build relationships.

And when hiring new talent, seek out employees who demonstrate the ability to learn from experience. Inquire not just about their prior roles, but what they learned in those positions. Ask how they applied those learnings to future opportunities.

In the evolving hybrid workplace, there are many unknowns, so creating a learning-forward culture can help employees become better learners to prepare for what’s next.

3. Prioritize inclusive learning across the organization

To show that you believe learning is for everyone, make development opportunities inclusive and accessible across the organization. Every company will have a unique approach to scaling learning, but regardless of the situation, delivery formats should be equitable and include asynchronous, virtual, face-to-face, self-paced and social learning.

In addition to asking for input regularly, be willing to adjust when necessary.

If you demonstrate that you are willing to make learning available to all of your employees, not just for those who are deemed “high potential” or able to attend in-person training experiences, you will help cement learning at the center of your culture.

Just as employees want more flexibility in the workplace, they want the same from their learning opportunities. While this may sound like a contradiction, you have to plan for flexibility.

4. Align systems and processes to support learning

To show that learning is valued, it has to be explicitly aligned with your organization’s strategy, systems, rewards and processes. Leaders must be crystal clear about expectations, communicate often and model the behaviors they want to see.

Provide support not only in the form of tools, but also by encouraging leaders to allocate time for themselves and their teams. Acknowledge that it’s not always easy, particularly in a hybrid workplace where the boundaries between work and home can blur.

It’s critical that there are opportunities for employees to apply their learnings and get support along the way. With some employees remote and others in-office, make sure to create structured learning communities so that all learners have an opportunity to get support, help each other and share what they have learned.

Carve out time for senior leaders to be storytellers who share their experiences, including what they’re learning about the hybrid workplace. Make it a widespread practice to conduct after-action reviews where teams share what they learned from a project or experience.

Changing behaviors to cultivate a new culture takes time and intention. When employees recognize that their organization values individual and collective growth, you’ll foster a learning-forward culture and gain commitment from all team members.