How to create a learning culture in your workplace

Nurturing a learning culture helps organizations stay agile while keeping employees engaged — a challenge 89% of C-suite executives face, according to a recent LHH study. Traditionally, learning was driven by a single department, sometimes just one person, that provided only classroom training for new hires. This approach no longer meets employee needs.

Employees today expect learning to be continuous, relevant, and easily accessible. They want development that aligns with their career goals, helps them grow in their current roles, and prepares them for what’s next. And they expect this to happen not once a quarter but in everyday workflow.

76% of employees are more inclined to stay at companies that offer continuous learning and development (L&D) opportunities (SHRM).

Let’s take a closer look at how to build a learning culture in the workplace. By doing so, you can strengthen your workforce and promote talent based on evolving needs, interests, and growth opportunities.

What is a learning culture in the workplace?

A learning culture is an organizational mindset prioritizing continuous growth, knowledge sharing, and skill development at every level. It is an environment in which employees are empowered to upskill and reskill, leaders model learning behaviors, and knowledge is shared rather than siloed. With a mix of structured learning programs and informal development opportunities, you can close skills gaps, nurture internal talent, and adapt to changing technologies.

Why is upskilling and reskilling important?

As markets evolve, employees need new capabilities to meet changing demands. A high-performance workplace supports this by prioritizing individual development. Companies that recognize this not only engage their workforce but also help them pursue their professional goals. 

Organizations that invest in employee learning and development initiatives gained 11% greater profitability and were twice as likely to retain their employees (Gallup).

Yet, the skills gap remains significant. According to Gallup, less than half of employees strongly agree they have the skills to excel at their jobs. Gartner found that only 20% of the workforce is confident they have the necessary skills for the future.

Upskilling and reskilling close this gap, empowering employees to navigate change with confidence and feel great about their work.

Characteristics of an effective learning culture

A strong learning culture enables employees to seek, share, and apply new knowledge and ideas that support the organizational mission and goals. This type of culture shows certain characteristics that can support product or service innovation and improve customer service, leading to bottom-line success. 

• Facilitates two-way communication to promote openness, transparency, and trust
• Views learning as a continuous journey for growth, not a stepping stone for employee departure
• Prioritizes ongoing skill development through accessible employee training and resources
• Encourages collaboration and knowledge sharing across teams
• Leads with forward-thinking leadership that inspires innovation
• Embeds a growth mindset to view challenges and failures as learning opportunities

Benefits of implementing a learning culture

A strong learning culture turns skill-building into a daily habit. Instead of reacting to change, teams grow ahead of it. This proactive mindset leads to more confident, agile employees — and ultimately, a more resilient business.

57% of businesses have reported decreased employee engagement when growth, training, and development were not provided. 

By fostering a culture of continuous learning, you empower your employees to meet future challenges with confidence. The benefits extend beyond skill-building — they help shape a more engaged and future-ready workforce.

More engaged employees

Keeps your team motivated with easy access to training and development opportunities. This not only builds skills but also strengthens loyalty.

83% of employees say ongoing learning makes them feel happier at work, and 76% are more likely to stay with a company that invests in their growth.

Secure institutional knowledge

Encourages knowledge sharing and continuous documentation so expertise doesn’t walk out the door.  A learning culture helps capture insights through mentorship, peer learning, and internal knowledge bases — securing valuable know-how for the long term.

Studies show that up to 42% of role-specific knowledge is undocumented and lives solely with the individual.

Increased employee productivity

Centralizes knowledge and learning resources to help teams find information faster, reduce repetitive questions, and apply new skills with confidence — all while keeping workflows efficient. 

Employees are 92% more likely to innovate and 37% more productive when supported by continuous learning and development (Deloitte).

Higher employee retention

Increases an employee’s likelihood to stay and trust leadership by making employees feel like their growth matters. A strong learning culture shows your people that the organization is invested in their future — not just their output. This increases retention rates as employees have a deeper sense of belonging and purpose.

Challenges of building a learning culture

Building a learning culture sounds simple, but few get it right. Many organizations start with enthusiasm but struggle to restructure workflows, reevaluate performance metrics, and change management behaviors. What begins as a strategic priority often becomes a side initiative without clear ownership. Over time, this leads to fragmented efforts that fail to create a lasting impact.

98% of L&D professionals aim to create a strong company culture, but only 36% feel they’ve actually succeeded (CIPD).

The gap between intention and impact often comes down to the following challenges:

• Inconsistent learning opportunities: Poorly structured training programs fail to create a continuous learning environment. Employees need accessible, relevant opportunities to grow consistently.
• Resource constraints: A lack of time, budget, or the right technology can limit the effectiveness of learning programs, making it difficult to scale learning culture initiatives across the organization.
• Insufficient leadership support: Without clear backing from top management, learning initiatives often struggle to gain traction, leading to disengagement and a lack of participation.

How to promote a learning culture in the workplace

Every organization has its own approach to professional development, but promoting a true learning culture goes beyond offering occasional training sessions. Without a clear purpose, consistent communication, and well-defined strategies, learning efforts can feel disconnected and fail to gain traction. Employees need to understand not just what they’re learning, but why it matters and how it connects to both their personal growth and organizational success. A lack of clarity can result in low engagement, missed opportunities for development, and a disconnect between learning initiatives and business outcomes.

More than half of employees are “quiet quitting,” and 18% are actively disengaged (Gallup).

Professional development and engagement have a strong impact on retention as well.

Encourage knowledge sharing

You don’t always need outside experts to train your people. Some of the best learning happens right inside your own walls. When employees share their expertise, insights, and experience, they contribute to a culture of continuous growth and collaboration. It becomes easier for teams to collaborate and exchange knowledge — whether it’s through quick how-to guides, internal forums, or casual lunch-and-learn sessions. The more open the flow of information, the faster everyone grows.

Create a top-down growth mindset

Employees constantly look to leadership to lead by example, as internal development is a two-way street. When leaders prioritize their own professional development, it sets a powerful example that learning is practiced at all levels. 

Here are a few ways leaders can help cultivate a learning culture:

• Participate in forums: Join internal knowledge-sharing platforms or forums. Get involved in discussions, answer questions, and share your expertise.
• Encourage questions: Foster a company culture where curiosity is welcomed and employees feel safe asking questions. 
• Document best practices: Record and share strategies, insights, and lessons learned so others can build on them.

Offer microlearning

Instead of overwhelming employees with information, plan targeted communications that revolve around a shared vision of the change, its process, and any revised goals. Use bite-sized training modules, engaging podcasts, and interactive apps to keep employees engaged and motivated to apply their knowledge quickly.

Recognize and reward learners

Recognize and reward employees who consistently contribute valuable knowledge and ideas by giving them the spotlight they deserve. Whether it’s a shout-out in a team meeting, a highlight in a companywide email, or a feature in a newsletter, make sure your employees feel noticed and valued for their contributions. Consider implementing formal rewards like bonuses or extra time off to motivate others as well.

Give meaningful and constructive feedback

A strong learning culture starts with open and continuous feedback. Encourage employees to share creative ideas and honest input through always-on listening channels like surveys, town hall meetings, and roundtables.

Feedback should go both ways. While positive feedback builds confidence and reinforces what’s working, constructive feedback helps employees recognize blind spots, address challenges, and make improvements. When feedback is clear, timely, and consistent, it turns everyday moments into learning opportunities for employees and the organization.

Listen for continuous improvement

Employees’ needs are continuously evolving. Organizations need simple and real-time ways to understand what’s important to their workforce, as well as how they engage with different types of content. Employee-facing applications need to have strong listening capabilities and built-in analytics so you can easily see and serve up what employees want and need.

Make learning culture a companywide priority with Simpplr

A strong learning culture isn’t built on scattered resources. It thrives on consistent support, streamlined processes, and committed leadership — all working together to empower employees and drive business growth.

Simpplr’s AI-powered platform makes knowledge sharing an everyday habit, supporting individual growth and company success. The platform centralizes all learning materials into a single, intuitive hub where employees can instantly find what they need through enterprise search, ensuring valuable content never gets buried in siloed platforms. With personalized content delivery based on department, location, and job role, Simpplr helps your workforce engage with learning paths that align with their professional goals.

Internal communications teams can reinforce learning culture through targeted campaigns and multimedia storytelling, while employee-driven content transforms institutional expertise into shared learning moments. Built-in analytics allow organizations to track which content resonates most with employees and continuously refine their learning strategy.

Ready to learn how Simpplr can help you adopt a learning culture in your workplace? Request a demo today!