How to create a learning culture: 12 strategies for success

To define learning culture, think of it as an environment where curiosity, experimentation and development are encouraged and expected. A learning culture in the workplace applies this ethos to an organisational setting, where professional growth is championed at every level and part of the business DNA. 

Over 90% of employees consider any form of workplace learning they receive to be useful, highlighting why investing in employee development doesn't just benefit individuals. Organisations that commit to this approach see measurable improvements in performance, engagement and retention - with those prioritising career development being 67% more optimistic about retaining top talent. When learning is an everyday occurrence rather than a one-off effort or a box-ticking exercise, employees are more likely to pursue development that goes beyond compliance or mandatory training. 

All of this forms part of a broader learning ecosystem; a network of people, content, technology, values and processes that support both formal and informal learning. A strong learning culture ensures that your organisation’s approach to development is meaningful, strategic, and aligned to business outcomes, offering effective long-term results. 

Moving beyond knowledge acquisition 

An impactful corporate learning culture is driven by continuous development and a shared sense of purpose. It’s about what people do with the knowledge they gain, and how it improves performance. 

When leaders and stakeholders view learning not just as the sharing of knowledge, but as a way to improve how people work, that’s when cultural change really takes root. Establishing a culture for learning means building these processes into everyday workflows, and prioritising the exchange of information both within teams and across the wider organisation. With technologies like AI and eLearning modules now part of everyday working life, creating a learning culture has never been easier for businesses looking to develop skills in their workforce. 

By taking steps to ensure that your approach is focused on ongoing performance rather than just making information more readily available, you can create a culture of learning that helps your organisation to succeed. 

You might be asking yourself ‘Why should we develop a learning culture?’ The fact is, whatever your industry, a robust learning culture helps to drive business results at all levels so it’s crucial that your organisation has one. For Learning & Development professionals, establishing a culture for learning means building a business that attracts talent, retains knowledge, and supports sustainable growth. Let’s explore some of the key benefits of a learning culture. 

Increases employee engagement 

Employees who feel supported in their growth are more likely to be motivated and committed. They take pride in their work, feel confident in their development, and contribute more actively to team success. Engaged employees stay longer, perform better, and advocate for your business, making them a valuable addition to the team. 

Improves knowledge retention 

Real learning takes time and repetition, which is why one-off quizzes that don’t encourage learners to apply their new knowledge often fail to deliver long-term results. When development is built into everyday work rather than delivered in isolated bursts, employees are more likely to remember what they’ve learned and use it effectively. This approach creates a stronger, more capable workforce that embraces new opportunities. 

Attracts top talent 

High performers want more than a payslip; they want to grow. According to Randstad’s 2024 UK Workmonitor, 72% of workers consider training and development to be important for both their current and future jobs. That’s a powerful motivator. A strong culture of learning positions your business as a place for career growth, which is essential for attracting top talent. 

Encourages collaboration 

Teams that learn together work better together. When development is part of your workplace culture, employees naturally share knowledge, ask questions and solve problems together. This fosters innovation, strengthens relationships, and builds a more resilient organisation. 

Traditional training models like off-the-shelf programs or in-classroom sessions delivered annually no longer meet the needs of the modern workforce. These traditional models tend to be: 

• Generic and impersonal: offering a one-size-fits-all approach that doesn’t reflect individual learning needs 
• Compliance-driven: often treated as a tick-box exercise rather than a meaningful development opportunity 
• Easily forgotten: lacking reinforcement, which means knowledge fades quickly 
• Disconnected from daily work: failing to link learning to real-world tasks and challenge 

They lack flexibility, rarely offer personalised learning paths, and often fail to lead to meaningful behaviour change. Employees may complete a course, but that doesn’t necessarily mean that they’ve learned something useful. 

Thankfully technology is shifting the learning landscape. Digital platforms offer personalised, on-demand sessions that support individual needs and team goals while still being cost effective. This makes learning more accessible, relevant and scalable across the entire organisation. Additionally, sophisticated tools like AI-powered learning management systems recommend tailored learning based on user roles, performance data and development needs, taking the admin and guesswork out of upskilling your staff. 

Creating a learning culture in the workplace requires more than good intentions. It takes a deliberate, strategic approach to embed learning into your organisation’s DNA. That means building a structured foundation that aligns with your business goals and the needs of your people. The following steps can help you to move from sporadic training to continuous learning and everyday development. 

1. Identify knowledge gaps 

Before you can start creating a learning culture that makes a difference, you need to know what your people are missing. Start by using a mix of tools like anonymous surveys, performance reviews and role-specific skills assessments to gain a clear picture of current capabilities versus what’s needed for success. Actively involve managers and team leaders in this process, as they’re able to provide valuable context on performance and where development is most needed. 

Pay close attention to both technical and soft skills. For example, gaps in digital literacy or AI understanding may not be flagged in traditional reviews but are becoming essential across many roles. Remember that a drop in performance could also be due to a process issue, lack of clarity or poor onboarding rather than being a skills gap. 

2. Align learning with key business goals 

To create a learning culture in the workplace that delivers results, development must be tied to your wider strategy. Learning for learning’s sake can feel like a waste of time. When development clearly contributes to company objectives like improving customer experience or driving innovation, this adds essential context that encourages active participation. Tying outcomes to business needs also makes them easier to measure, making the return on investment clearer to leadership. 

When establishing a culture for learning, set clear organisational goals and map them to departmental KPIs. For example, if one goal is to increase the rate of successful project delivery, you might focus on delivering learning around project management or cross-functional collaboration. Avoid offering isolated training that doesn’t have a clear business purpose. Instead, ensure that learning programmes solve real problems,whether that’s skills shortages, compliance gaps, or performance issues. that’s skills shortages, compliance gaps, or performance issues. 

3. Build a safe environment for learning 

Learning can be intimidating, so it’s important to ensure that employees feel confident that asking questions, trying new things or failing along the way won’t be met with criticism. Managers play a vital role in modelling this behaviour. If leaders admit that they don’t know everything and talk openly about what they’re learning, it sets the tone for everyone else to follow. 

A healthy corporate learning culture encourages curiosity over perfection and has space for employees to make mistakes. When someone shares something they’ve recently learned or struggled with, celebrate the learning effort, not just the outcome. Watch out for performance review systems that punish short-term mistakes, even when they’re made in the pursuit of growth, and consider introducing learning-focused 1:1s and group sessions where it’s safe to experiment and share knowledge. 

4. Provide access to suitable learning resources 

Employees can’t learn if they don’t have access to the right tools. That means offering learning resources that are easy to find, relevant to individual roles, and available in formats that suit a variety of learning styles. Explore options like eLearning training that cater to different levels and departments, and make sure learning content is inclusive, accessible, and tailored to diverse learning preferences. 

A learning management system can help you to deliver content in a structured and scalable way. Make sure your platform supports bitesize learning, on-demand access and mobile-friendly formats so it can fit seamlessly into everyday workflows. Think beyond traditional eLearning and consider including on-demand content libraries, podcast style audio content, videos, live workshops, coaching sessions and real-time feedback loops to create a holistic and engaging culture of learning that encourages participation. 

5. Create accountability for learning 

A successful learning culture in the workplace encourages employees to set learning goals, track their progress, and reflect on their development over time. This should be embedded into individual development plans, with managers playing an active role in supporting and reviewing progress. 

However, be careful not to confuse accountability with pressure; the aim is to motivate, not overwhelm. Give people autonomy over how they reach their goals, and offer flexible paths to support different learning styles. Introduce self-assessments, learning logs or even internal learning pledges to reinforce the idea that growth is part of the job, not something extra. Remember as well that progress should be recognised and rewarded, not just measured, to keep employees motivated and engaged. 

6. Make learning personal 

To truly create a learning culture in the workplace, your organisation needs to deliver learning that is personal, relevant and rooted in real-world context. Human-centred design is key to delivering effective personalised learning. Avoid rigid training pathways that leave no room for exploration or curiosity, and encourage self-directed learning and cross-team collaboration to encourage different ways of thinking. 

It’s important to not only segment learners by role, experience and skill level, but also to offer choice in how they engage with the content. Some people prefer video-based learning, while others might lean towards reading or practical activities. Personalised learning shows employees that the organisation values their individuality and growth, which in turn boosts both loyalty and performance. 

7. Review and refresh learning content 

Whether it’s adapting to new technologies, regulatory changes or shifting market demands, learning needs are in a continual state of flux. That’s why it’s essential to regularly review and refresh your learning content. Outdated or irrelevant material is one of the quickest ways to disengage learners, so make time to audit your resources, remove what’s no longer useful, and introduce new content that reflects your organisation’s current goals. 

Try new formats to foster a more engaging learning culture. Short micro-courses, interactive webinars, peer learning or mentorship programmes can all help employees to stay curious and eager to get involved. Offering fresh, dynamic content encourages teams to explore more than just mandatory training, helping to support the development of both soft and hard skills while building a workforce that’s ready for what’s next.