Transforming Learning Trauma: Building an Engaged Workforce through Continuous Learning
If you don’t associate trauma with learning, that’s great news, for you! But I can guarantee that there are many people that you work with, that do. Please read on because understanding from a different perspective may reveal some hidden gems…
For many of us, the memories of learning in school evoke a wide range of emotions, from nostalgia to frustration, and even anxiety. Whether it’s the pressure of exams, the monotony of lectures, or the fear of failure, these negative experiences can linger long after graduation and shape our attitudes towards learning in the workplace. However, overcoming these barriers is essential to building an engaged workforce with a culture of continuous, long-term learning.
Acknowledge past experiences: The first step in overcoming negative thoughts of learning experiences in school is to acknowledge them. It’s natural to carry baggage from past educational encounters, but it’s essential to recognise that the workplace learning environment is fundamentally different. Unlike school, where learning is often seen as a means to an end (i.e., passing exams), workplace learning is focused on personal and professional growth, skill development, and achieving organisational objectives.
Reframe learning as growth: Shift the narrative surrounding learning from one of obligation or fear to one of opportunity and growth. Encourage employees to view learning as a journey rather than a destination, where mistakes are opportunities for learning and growth rather than sources of shame or failure. Emphasise the tangible benefits of continuous learning, such as increased job satisfaction, career advancement opportunities, and personal fulfilment.
Make learning relevant and practical: One of the most significant barriers to workplace learning is the perceived lack of relevance to one’s job role or responsibilities. To overcome this hurdle, tailor learning experiences to the specific needs and interests of employees. Provide opportunities for hands-on, practical learning that directly applies to their day-to-day tasks and challenges. By demonstrating the immediate relevance and applicability of learning, employees are more likely to engage and invest in their own development.
Create a supportive learning environment: Foster a culture of psychological safety where employees feel comfortable taking risks, asking questions, and seeking help when needed. Encourage managers and leaders to lead by example by demonstrating a commitment to their own learning and development and providing support and encouragement to their teams. Celebrate learning milestones and successes publicly to reinforce the value and importance of continuous learning within the organisation.
Offer diverse learning opportunities: Recognise that not all employees learn in the same way or at the same pace. Offer a diverse range of learning opportunities, including formal training programs, bite size in-the-flow learning experiences, collaborative groups, and self-directed learning resources. Empower employees to take ownership of their own development by providing access to a wide array of learning resources and opportunities for skill-building and growth.
Measure and recognise progress: Finally, measure and recognise the progress and achievements of employees on their learning journey. Implement mechanisms for tracking learning outcomes, such as certifications earned, competencies, or courses completed. Recognise and reward employees for their commitment to continuous learning through performance evaluations, promotions, or other forms of recognition.
In conclusion, transforming negative perceptions of previous learning experiences is crucial to building an engaged workforce with a culture of continuous, long-term learning. By acknowledging past experiences, reframing learning as growth, making learning relevant, practical, engaging and rewarding, organisations can empower employees to unlock their full potential and drive personal and business success.
I’ve outlined the idea and consulted AI to help articulate it clearly
