Promoting a Culture of Development for a workforce that prioritizes remote work

Developing skills in the workplace has never been more important to employees, as research from several sources shows that young workers want better access to improved learning opportunities in their current jobs – and they don’t mind quitting if they don’t get them. This growth culture can keep great employees — or the lack of one can cause many people to find another company to work for.

Know your “Why” and “How” for a Workforce with an Evolving Culture

Statistics shows that about 74% of employees and full-time workers are willing to learn new skills, and some are even willing to undergo retraining on the job in order to maintain employment.

More than 87% of Millennial workers, who were born between 1981 and 1996, say learning and development is very important in the workplace. After all, this generation will, over the next decade, make up the majority of the American workforce.

The US Bureau of Labor Statistics It is estimated that by 2029, Millennials will account for 4.5 million full-time workers in the domestic labor market.

And this generation isn’t afraid to send in a flurry of resignations if their employees aren’t provided with better growth opportunities.

You can’t provide all the opportunities for your telecommuting workforce. Ask for hints!

Between Millennials and Generation Z, those born between 1997 and 2012, 74% say they are likely to resign within a year if their employers can’t provide them with enough skills development opportunities, according to one study.

Other factors such as higher pay, improved work-life balance and flexible work arrangements such as remote or hybrid work are among the top priorities for some Millennial employees. and Gen Z, according to LinkedIn research.

Many employees look forward to opportunities to develop skills in the workplace. For teams that only work remotely, it’s even more essential to provide them with the right tools and resources to minimize absenteeism and voluntary resignations.

Understand skill development from scratch

While many companies have returned to the office in recent months as concerns related to the pandemic have eased, others have chosen to introduce telework-only policies.

While working remotely gives employees better autonomy and work-life balance, it often leaves some employees feeling disconnected from their colleagues and managers. While these factors can affect how teams perform, it often affect their participation.

Working from home has pushed employees into isolation, because 40% of people work remotely said virtual offices have made it harder for them to connect with colleagues. Even about 31% said they have difficulty fostering relationships with their line managers or senior colleagues due to the virtual setting.

For what it’s worth, study from Harvard Business Magazine suggests that remote workers are probably more engaged now than they were before the pandemic.

Participation in the virtual office helps employees connect and establish relationships with their colleagues and managers. It helps shape the company’s growth culture and builds employee morale – creating a more supportive structure that can help meet employee needs.

And when companies offer employees, not just those who work from home, the opportunity to learn, they 3.6 times more likely to see their happiness and job satisfaction increase or that they are 2.9 times more likely to want to stay at their current organization for two years.

10 ways to promote growth culture

While it is one thing to provide employees with the right training and skills development, it is often more important to have the right strategy in place for successful implementation at all levels of the organization.

Understand what employees want

The first step is to consider the employee’s needs. Addressing employee needs is why it’s important to involve people at different levels of the organization. Taking the time to better understand what employees want to learn or what skills they want to improve will help determine the right type of structure to implement.

Assessment of learning interests

Another aspect to consider is how employees want to learn – and through what medium. While online coaching sessions and teleconferences can benefit your team, other forms, such as one-on-one or informal meetings, can bring others better learning opportunities. Consider the benefits of networking at live events, helping to give your employees more knowledge, poise, and skills. For the highest quality experience, it is best to create space for a variety of learning interests that do not exclude any employee.

Consider the power of group training sessions

If your company can’t outsource training or skills development, consider how team training sessions can help employees. These sessions should cover important aspects of the job or company and be insightful yet engaging, ensuring all employees can benefit from the time they spend in these sessions.

Emphasis is on active learning learners

As a company, it is important to emphasize promoting an active learning ecosystem and a culture of growth. New and old employees should be encouraged throughout their work cycle to learn new skills or supported by their managers and senior personnel to develop their capabilities further.

Invest in the right resources and technology

Organizing group training sessions or providing employees with access to learning materials is one thing, but it becomes a challenge without the right systems in place to support these activities. Ensure that the company invests in the right set of software resources and equipment that can be distributed among employees to help enhance their learning.

Create an incentive or reward system

A little healthy competition among employees can help spark ingenuity and innovate and help foster better peer relationships. Pay more attention to how incentive programs and reward systems can help employees improve their academic performance.

Advertise various courses and materials

Instead of focusing on one or two specific courses or learning materials, offer employees a variety of options. Make sure to balance this across several different categories to help facilitate more holistic learning and development sessions.

Have dedicated study time

Employees should be provided with enough time in their regular work schedule to undertake learning and skill development. Instead of bombard them with a large amount of learning material and ask them to complete them in their spare time or on weekends, spend specific days of the week sharpening their skills.

One day, one of our employees watched and learned from a Udemy course. The boss walks by and reviews the employee’s progress – and notices that the student-employee is taking the repeat course earlier – the wrong course! All employees have been insulted by their former boss in other work situations – and hold their breath. The boss just said, “Oh, you need to take the latest course, not this one. Will the company be charged for this course? The employee said, “Yes.” The boss continued – “Okay, hurry up and start the update course; you’ll enjoy that a lot more, and you can teach people about it.” Complete – no problems, no stress, no shame.

Interaction with staff

Managers should take the time to discuss some of the courses and how specific materials will help them improve performance and enhance career development. Be more open to interacting with employees who are having difficulty balancing work and skills development, or have group discussions about previous sessions and how you as a company can improve. improve future opportunities. The example above shows a personal example that I have seen that made a difference for all the employees in the room.

Encourage employees as much as possible

Finally, establish a sense of encouragement, not only among upper-level employees but also among co-workers. Peer support and encouragement can help maintain motivated remote workers while helping to boost their confidence while engaging with their peers.

final thought

Developing and upskilling is one factor that gives employees better job opportunities but can also help companies improve employee retention and overall satisfaction in the workplace. And a course is a learning and teaching opportunity for employees throughout the company.

Establishing a growth culture for remote teams not only means that companies are actively investing in their employees, but it also helps create a more collaborative spirit and high-performance teams that can work. in isolated conditions and still achieve productivity. Once someone has completed a course, it is shared with all employees, including members of our remote team. The same process is expected from a remote team member who has just taken a course. They “taught” what they had learned (via Zoom) to the entire office — and we were instantly connected.

Published first on Calendar. read here.

Featured image credit: Photo by Andrea Piacquadio; Pexels; Thank!


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