3. Encourage Learning Outside the 4 Walls of the Office
Love this one. More and more companies are including additional learning opportunities into the perks they offer employees.
In particular is funding or an allowance to attend a yearly conference of the employee’s choosing.
Companies like GitHub, DigitalOcean, and Invision offer employees a budget to attend a conference throughout the year. A great way to give them exposure and the chance to bring back new ideas to the team. Of course, not every company can do this right out of the gate.
But it’s a great idea to aspire to as you think about how your program can evolve.
4. Connect Employees with a Mentor or Advisor
It’s great when employees have senior teammates and leaders within your company they can talk to about their career journey -- but having mentors and advisors externally is equally, if not more, important.
This can be a great opportunity for you and your leadership team to tap your network for the greater good.
Let’s say you have an employee who started in Marketing and wants to get into Product Management -- is there a former colleague who could offer stellar advice?
Or someone in Sales who wants to get into Operations? Why not see if your former Ops Lead would be open to connecting with them and sharing insights into how they made their transition.
Of course, you want to be sure employees are open to this. But leave the offer open. It’s likely the gesture will be appreciated, and a great way for them to expand their network!
5. Ask for Open Feedback
As you grow and experiment with different learning initiatives and activities, be sure to hear what your employees think!
Solicit frequent feedback on what they have really enjoyed and valued. Encourage them to share ideas for new programs and ways that could help continue to build an always be learning culture in the company.
It’s a competitive marketplace. Make it a priority to foster and embrace a culture of learning from the start.
The investment won’t go overlooked by your employees, and the business will be more equipped to adapt.
About the author
Dan is Chief of Staff at Frame.io, a video review and collaboration platform for the creative community. Prior to Frame.io, Dan headed up Market Engagement at Zinc, an enterprise startup transforming how we communicate in today's mobile workplace. Before his time in startups, he spent four years at Deloitte as a strategy consultant where he helped clients transform their organizations through the use of digital technology. Dan graduated summa cum laude from Loyola University Maryland. Born and raised in New York, he recently returned and is now residing in Manhattan.Twitter LinkedIn