5 Simple Ways to Make Learning Stick

It’s Learning at Work Week, and this acts as the perfect reminder that development isn’t a one-off training session, but rather an opportunity to be seized on a daily basis. Indeed, a LinkedIn study found that a massive 94% of employees said they would stay longer with an employer who invested in their learning and development!

However, we know that getting people genuinely engaged in learning can sometimes be a bit tricky. With deadlines looming and inboxes overflowing, learning opportunities can often get pushed to the bottom of the to-do list.

So, the question is, how do we make learning stick?

Here are five simple (and realistic!) ways we have found that really boost engagement with learning at work:

1. Make It Bite-Sized and On-Demand – gone are the days when learning had to mean a full-day workshop. Microlearning – think 10-minute videos, quick quizzes, or short articles – fits more naturally into busy schedules. Employees are far more likely to engage when learning feels like a small step rather than a big leap.
2. Link Learning to Real Goals – people engage more with learning when they understand why it matters. Whether it’s developing leadership skills to prepare for promotion or brushing up on AI tools to stay ahead of industry trends, learning becomes more meaningful when tied to personal or team objectives. A great way to ensure this is happening is by utilizing time during one-to-ones to help employees connect activities to their career aspirations or challenges they are facing.
3. Celebrate the Learnings – we you may know, recognition goes a long way. Therefore, make the effort to celebrate people who take part in learning initiatives, whether that’s a quick shoutout in a team meeting or even a ‘Learner of the Month’ award to promote quick buy-in.
4. Involve Managers Early – team leaders are often the missing link when it comes to learning engagement. If a manager values and models continuous learning, their team is far more likely to follow suit. Therefore, employers should be equipping managers with a simple learning conversation toolkit (such as questions they can use during check-ins to prompt learning reflection and planning).
5. Make Learning Fun – it can be good to remember that learning doesn’t always have to be formal. Peer-led sessions, ‘lunch and learn’s’, or even friendly learning challenges can create a buzz and encourage collaboration.

The key thing to takeaway is that learning at work shouldn’t feel like homework. It should feel like progress, growth, and even a bit of fun. Which means not simply offering resources, but by creating a culture where curiosity is rewarded and development is genuinely supported.

If you would like to discuss how we can help craft a workplace culture that promotes an engagement with learning, please get in touch with us today!