While many organizations aspire to build a learning culture, only 36% believe they have successfully done so, according to the CIPD’s Professionalising Learning and Development report.
This guide will help you understand what a learning culture is, why it’s crucial, and how to implement it effectively in your organization.
What is a Learning Culture?
A learning culture is an organizational mindset that values and promotes continuous learning. It fosters an environment where employees actively seek out knowledge and skills, and where the company supports and facilitates learning at every level.
Key characteristics of a thriving learning culture include:
- Learning is always top of mind
- Open and effective communication
- Collaboration and peer-to-peer learning
- Forward-thinking leadership
- Constant innovation
- Systems in place for knowledge sharing
Why is a Learning Culture Important?
Research from Bersin by Deloitte demonstrated that companies that build a learning culture in the workplace gain a competitive advantage in several ways:
- 📈 92% more likely to innovate
- 🚀 46% more likely to be first to market
- 🏆 17% more likely to be the market leader
- 🔄 34% faster at responding to customer needs
- 📊 37% better in employee productivity
- 📍 58% more prepared for the future
Moreover, investing in employee development boosts retention, attracts top talent, and keeps employees engaged.
Benefits of a Learning Culture
Investing in a culture of organizational learning has a ripple effect that impacts all areas of a business. It results in;
Increased employee performance and productivity
A learning culture encourages continuous skill development leading to higher productivity and better overall performance.
Talent Retention
88% of organizations are concerned about employee retention and providing learning opportunities is survey respondents’ No. 1 retention strategy. (LinkedIn Learning Report 2025)
Retain institutional knowledge:
Institutional knowledge is an organization’s advantage and it’s important to retain this knowledge even if there are changes in the workforce. A solid learning strategy and system will defeat the effects of a leaky bucket.
How to Build a Learning Culture: 15 Key Strategies
Creating a learning culture isn’t just about setting up training sessions—it requires a strategic shift in mindset, processes, and leadership. Here’s how to make it happen.
1. Align Learning with Business Goals
When every training initiative is seamlessly intertwined with your company’s strategic objectives, it drives progress with less nudging and perceived nagging from HR.
Ensure learning initiatives support company objectives by asking:
- What skills does your team need to achieve business goals?
- How does learning contribute to innovation and growth?
- Can you measure the direct impact of learning on company success?
📌 Tip: Set KPIs for learning initiatives that align with business performance metrics.
2. Identify Knowledge Gaps
Every company has gaps in their knowledge. It’s just a matter of identifying where.
Use these tools to discover what’s missing;
- 📊 Employee surveys – Gather feedback on learning needs.
- 🛠️ Knowledge tracking platforms – Identify areas for upskilling from insights on platforms like Whale.
- 📞 Customer insights – Pinpoint where employees need better training.
📌 Tip: Make knowledge gap analysis a continuous process, not a one-time assessment.
3. Leverage Internal Subject Matter Experts (SMEs)
Your best learning resources are your employees. Encourage SMEs to:
- ✔️ Create internal training content
- ✔️ Share expertise through knowledge bases
📌 Tip: Recognize and reward knowledge-sharing efforts to encourage participation.
4. Make Learning Engaging (The “Netflix Effect”)
Learning content shouldn’t induce yawns; it should inspire curiosity and engagement just like Netflix does. Incorporate diverse formats like videos, interactive modules, and simulations to make learning engaging. When content resonates, retention and application of knowledge skyrocket.
- 🎥 Use videos, interactive simulations, and gamified modules
- 📱 Offer bite-sized learning (microlearning)
- 🧠 Apply real-world scenarios and case studies
📌 Tip: Ask employees how they prefer to consume content and adapt training accordingly.
5. Start on Day One (Onboarding & Beyond)
Creating a learning culture in the workplace starts at onboarding—the first day a new team member joins. During every new hire’s onboarding, utilize:
- 🎯 Immersive onboarding programs
- 📝 Clear learning roadmaps
- 👥 Social learning opportunities
📌 Tip: Assign learning buddies to new employees to help them integrate smoothly.
6. Integrate Learning into Daily Workflows
Learning should seamlessly integrate into daily work routines.
- 📹 Embed short learning videos in workflows
- 🤖 Use AI-powered learning assistants
- 🔁 Encourage continuous feedback loops
📌 Tip: Download the Whale Chrome Extension to surface knowledge when and where your team needs it.
7. Foster a Culture of Knowledge Sharing
Adopt knowledge sharing as a habit by ensuring that you have a central repository which surfaces knowledge when and where your team needs it.
- ✅ Encourage cross-functional collaboration
- 📚 Host post-project reviews
📌 Tip: Set up a company wiki for documenting best practices and SOPs.
8. Keep Training Content Updated & Relevant
Learning and content are changing faster than ever, so you have your work cut out to keep learning updated.
- 🗓️ Schedule regular content reviews
- Encourage employees to suggest updates
- Use real-time data for training improvements
📌 Tip: Avoid "set it and forget it"—learning should evolve with the business.
9. Recognize & Reward Learning Contributions
Did someone in your team make an impact as a result of creating or updating a process? Recognize and reward them. Nothing inspires learning like rewarding learning.
- 🏆 Public recognition for contributors
- 🎟️ Gamification & points-based rewards
- 💰 Career growth incentives
📌 Tip: Adopt recognition tools like Karma to inspire your team’s progress.
10. Encourage Leadership Involvement
It’s always inspiring to others to see leaders in a process of continuous learning. In order to get the maximum benefit from learning create;
- Coaching & mentoring programs
- Leadership learning feedback sessions
📌 Tip: Ask managers to record short training videos sharing their expertise.
11. Provide Multiple Learning Formats
- 📺 Videos & e-learning – For visual learners.
- 📖 Guides & PDFs – For self-paced learners.
- 🎭 Role-playing & simulations – For hands-on learners.
- 👥 Workshops & peer coaching – For social learners.
- 🎉 Run hackathons & innovation challenges
📌 Tip: The more fun and interactive, the higher the engagement.
12. Make Learning Accessible & On-Demand
Ensure that team members have access to learning when and where it works for them.
Adopt and utilize;
- 📱 Mobile learning apps
- 🔍 Searchable knowledge bases
- 🎙️ Podcasts & audio learning
📌 Tip: Provide offline access to training materials for flexibility.
13. Build Psychological Safety for Learning
❌ Create a no-blame culture
✔️ Promote transparency & encourage questions
✔️ Encourage feedback loops
14. Measure Learning Impact & Adapt
In order to overcome the forgetting curve;
- 📊 Track engagement & completion rates
- ✅ Assess quiz & test scores
- 📈 Link learning to performance improvements
📌 Tip: Use data analytics to optimize training programs.
15. Ensure Contextual Learning
Learning doesn’t work unless its contextual; that means it’s delivered in the exact moment when it’s needed. Ensure contextual learning with;
- A learning management system that delivered contextual insights
Overcoming Challenges in Maintaining a Learning Culture
🚨 No one has time for learning until they realize that a particular skill is lacking. Overcome these common challenges in maintaining your learning culture;
- Outdated training content? Schedule regular updates.
- Need for personalized learning? Cater to different learning styles.
- Difficult to apply learning daily? Embed learning into workflows.
- Are Employees too busy to learn? Dedicate time for training.
When Kendra Grant’s team was charged with designing and delivering learning experiences for 90,000 Walmart Canada associates, she knew as a senior learning-and-design director that the landscape of corporate learning needs was constantly changing. Grant, now the principal of her own L&D practice, says
Essential Tools for Leveraging Learning
Various tools and techniques can support a learning culture:
Company Wiki: Include information about company policies, procedures, projects, guidelines, and best practices.
Employee training platform or learning management system (LMS) that trains employees on all company knowledge.
Organizational Stories: Use story design in learning interventions to provide real-life examples of desired behavior.
Consistent Tone of Voice: Reinforce brand and culture through spoken and written expressions.
Team-Building Activities: Organize activities to enhance understanding of company culture through bonding and connection.
Mentorship Programs: Facilitate knowledge transfer and cultural understanding by pairing employees with seniors or high-performing colleagues.
Mobile Learning: Offer convenient access to learning materials anytime and anywhere.
Example: How Evergreen Built a Strong Learning Culture
Evergreen Media is one of the leading SEO and content marketing agencies in German-speaking countries, in Europe, and in general. They support companies with search engine optimization and content marketing to build strong, valuable online brands. As a fast-growing company, they’re aware that knowledge is their most valuable resource.
Looking to help clients stay ahead of the game and train their team members faster, the challenge was how to train new and existing team members faster in a highly niche and specialist field.
Thanks to Whale, the team has been able to integrate learning into their work flow and properly instill a culture of learning.
Measuring the Impact of Learning Culture
Measuring employee training effectiveness is key in building a culture that fuels growth and innovation.
As part of the measurement process, track;
- Engagement levels
- Completion rates
- Performance improvements tied to learning initiatives
Final Thoughts: Learning Culture is a Competitive Advantage
Building a learning culture isn’t just a trendy concept—it’s a strategic necessity. Companies that embrace learning as a core value gain a workforce that is:
- More engaged
- Innovative and
- More adaptable to change
While implementing a learning culture takes time and effort, the long-term benefits far outweigh the investment.
🚀 Start building your learning culture today! 🚀
FAQs on learning culture in the workplace
What is a learning culture in the workplace?
A learning culture in the workplace is an environment where continuous learning, knowledge-sharing, and professional development are encouraged and integrated into daily operations. Employees are motivated to expand their skills, and the organization provides tools, resources, and leadership support to facilitate learning.
What are the key characteristics of a learning culture?
A strong learning culture includes:
✅ Continuous learning mindset
✅ Open communication and collaboration
✅ Leadership support for professional development
✅ Innovation-driven training programs
✅ Accessible and engaging learning resources
How can you promote a learning culture in the workplace?
- Embed learning into daily workflows
- Provide multiple learning formats (videos, workshops, microlearning)
- Encourage open communication and feedback
- Recognize and reward learning efforts
How can leaders help build a culture of learning?
Leaders play a crucial role by:
- 👥 Actively participating in learning initiatives
- 📚 Encouraging employees to upskill and innovate
- 🎯 Providing constructive feedback and coaching
