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Encouraging Employees to Continue Learning

March 10th, 2017

As a manager, you’ve made your public position clear: You fully support ongoing education, and you want your employees to keep growing, keeping taking courses and keep expanding their knowledge base, no matter how old or experienced they may be.

This sounds great, and it’s something that most active and prospective employees want to hear…but when it comes to practical application, are you doing everything you can to facilitate this process? Coursework and advanced education can be luxuries for those who are working full time and who may be burdened by family and other responsibilities outside of the work place. So short of dropping everything and enrolling as full time students, how do you expect your employees to bring this positive position to life? Here are a few ways to help them as they make an effort to help themselves.

Podcasts and webcasts

Public lectures and learning opportunities that require no more than an internet connection are everywhere…But do your employees know how to find them and do they have the time and the motivation to tune in? Help them out by doing some research. Identify podcasts that you think might be meaningful and provide alerts to your team. Then tune in yourself and find ways to lead meaningful discussions on the topic afterward.

LinkedIn groups

Leadership and industry-specific groups have access to an organized platform in the form of LinkedIn—but again, your employees may not know about these things. So light the way. If you find a topic or group that may interest a specific employee, let her know about it. If you find a group that your entire team could learn from, ask them all to join.

Courses and certification programs.

Find out how to efficiently reimburse your employees when they enroll in programs that require tuition or course fees. Many companies pay for the course work in exchange for a one, three, or five year work commitment from the employee. If you need to present this to upper management and obtain they’re buy-in, start working on that process. If you call the shots, just make it happen.

Team up with local resources

Local universities, adult education centers, and vocational/technical schools may be able to offer training programs for a lower rate in return for student referrals or group sign-ups. Consider sitting down with these educational institutions and working out a program or plan by which they gain more student traffic and you (or your employees) pay less in tuition and course fees.

For more on how to encourage your employees to keep learning and growing, contact the career development experts at Merritt.

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