Article: How can managers motivate their team to learn

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How can managers motivate their team to learn

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As learning becomes a business priority across the sectors, here's how managers can inspire their employees to embark on self-learning journeys.
How can managers motivate their team to learn

Creating a future-ready workforce is about creating an employee based that is not just aware of the challenges of tomorrow, but one that is prepared to navigate the future with ease. As L&D and the line manager work together to create and execute a learning roadmap aligned to the strategy. And without the engagement, the initiative is bound to fail. 

Here are the six foremost factors that drive workforce engagement:

  1. Building blocks for a clear career path.

  2. Involvement of employees in decisions that affect their work.

  3. Help understand improvements required to better employee's performance.

  4. Help Learn and develop new skills which will help them in all their career paths and goals.

  5. Teamwork.

  6. Management understands an employee needs and motivates them to achieve goals.

Out of these six factors four are related to career development and people are interested in learning about skills that will help them grow or achieve their dreams. Career development is an essential aspect of learning. 

Below mentioned are a few techniques that will help motivate your employees to learn.

"What is in it for me?"

Answering the question is the first step in gaining a buy-in from your team member. Monetary gain is one of the motivators that always produces results. Some organizations motivate their employees by sponsoring new courses, which provide detailed knowledge of new technology, how they can use it, and what are the benefits of completing the course. However, the focus should be on team performance rather than individual performance, and the rewards should be announced before attaining objectivity and should be given post completion of the goal. 

Arranging R&R where teams are recognized for the hard work they have put in to achieve targets and what has been the impact of those targets completed. Motivate people to be innovative and help you come with ideas that will not only improve or be beneficial for your company but your employees current and future professional experiences. However, these are a temporary motivator (maximum 3 to 6 months) and do not help with long-term productivity.

Advancement of professional skills

Nobody likes to be perceived as stagnant and everyone is on the lookout for opportunities that help them grow. Guidance and support are required by all, and this allows people to build trust. Technical people are problem solvers and love challenges.

Do not micromanage and let your co-workers solve their problem on their own. Work with them towards the goal and ensure that they understand how they work to contribute to the bigger picture. Arrange technical seminars or learning by professionals who can help them understand what or how can they progress in their respective departments. Sending newsletters about your organization and others to keep your workforce updated on the progress and how can they contribute to the betterment of the organization.

Supporting your employees to overcome their limitations and providing access to tools that will help them overcome their shortcomings will create a great sense of reliability and trust. Understanding the problems faced during working hours and guide them by setting examples or sharing your past experiences will have a positive impact.

Regular feedback

Feedback should not be limited to just training and it has to be a continuous procees. Checking with your workforce if they are comfortable and are not facing any issues which are work-related, helping them understand why learning is meaningful and what are the benefits of attending a workshop or completing modules, or just discussing the future strategies for your organization makes an employee feel valued and part of something big. It is vital to ensure feedback is not a one-way communication, and there is transparency in what is being practiced.

If your organizational culture does not support learning, you will face a lack of output. Build a work culture that is driven by learning which will lead to an exchange of knowledge amongst employees as well as the management. If your operations work with "the way we do things here" attitude, the impact would be amplified. Your resources are your most valued part of the organization. With most of the professionals falling prey to pressure, it is essential to understand what drives your workforce. Their interests are one of the keys to your success. Ensuring that your technical team is motivated and excited to be a part of your team is important rather than just being thankful for the monetary gains or having a job that provides daily bread and butter.

Topics: Create The Future, Learning & Development, Employee Relations

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