How to embed learning into your work culture 

When employees are empowered to learn and grow, they are better equipped to adapt to change, solve complex problems, and drive business success.

2nd May 2024

Creating a culture of continuous learning is no longer a nice-to-have—it's a must-have, especially in the AI era where technology is rapidly evolving. Now more than ever, employees are keen to learn and keep their skills up to date to stay competitive. When employees are empowered to learn and grow, they are better equipped to adapt to change, solve complex problems, and drive business success.

That's why, each year, Learning at Work Week sets a theme to inspire and guide organisations in their learning and development initiatives. For 2024, the theme is "Learning Power," which explores how lifelong and continual learning gives us the power to change, grow, and achieve our individual, team, and organisational goals.

In this blog post, we'll look at

  • Why learning at work matters
  • The impact learning at work has on employees
  • Flexified L&D companies leading the way
  • Top tips to embed learning into your workplace culture

Why learning at work matters

To begin with, let's look at why embedding learning into your work culture matters. When we’re talking about learning at work we’re not talking about offering the occasional training session or workshop. It's about creating an environment where learning is valued, encouraged, and integrated into the daily fabric of work life. When learning is embedded, it becomes a natural and integral part of how your organisation operates, rather than a separate or ad-hoc activity. 

Here are some eye-opening stats which show just how important learning at work is : 

Benefits of embedding learning into your work culture

  1. Improved performance and productivity: When employees have the opportunity to continuously learn new skills and knowledge, they are better equipped to thrive in their roles. By investing in employee development, companies can see a boost in performance and productivity as their employees become more capable.
  2. Increased innovation and creativity: Exposure to new ideas and perspectives is a catalyst for innovation and creativity. When employees have access to learning opportunities and diverse experiences, they are more likely to think outside the box and come up with innovative solutions to challenges.
  3. Enhanced employee engagement and retention: Companies that prioritise employee development demonstrate that they value their employees and are invested in their growth. This leads to higher levels of engagement and greater retention rates, as employees feel supported and motivated to stay with the company.
  4. Greater adaptability and resilience: In today's ever-changing business environment, adaptability and resilience are very important traits. By creating a culture of continuous learning and development, companies can help their employees become more adaptable and resilient in the face of change and uncertainty.
By making learning a core part of your organisational DNA, you'll create a workforce that is not only more skilled and knowledgeable but also more motivated, engaged, and equipped to tackle the challenges of the future. 

Flexified L&D companies leading the way


HowNow is a learning experience platform that helps companies onboard, upskill and support employees faster, everywhere they work.

Here are some of the ways the company is helping employees with continuous learning at work. 

  • L&D Budgets of £500
  • Wind Down Fridays to spend time learning
  • Using HowNow+ to learn
  • As part of learning week, all managers across the business are doing a dedicated coaching session to their teams
  • Everyone across the organisation has done a Skills Assessment against the requirements of their role using HowNow. An internal speaker is going to be brought in to bridge that skills gap.
  • A quarterly KnowHow which includes delivering a session on ad-hoc topics. Some of the themes have been ‘delivering better presentations’, ‘building your own personal brand’, ‘the HRTech ecosystem’.


Multiverse is a tech-first institution that combines work and learning to deliver equitable access to economic opportunity for everyone. 

Here are some of the fantastic ways they are encouraging learning at work. 

“We take “learning at work week” and make it learning at work every week here at Multiverse: in line with our ‘development is at our core’ company value.

Our product brings the best of human-centred coaching, technology and AI to deliver an innovative approach to learning. This is something we provide our customers daily, but over the course of the last year we have stepped up our internal approach.

The Tech team call it “dogfooding”; essentially testing our products out internally as part of the development phase of the product lifecycle. With our Tech team rapidly ramping up product releases, this dogfooding stage has become integral, and those trialling our learning massively benefit too!

AI Jumpstart, our first AI beginner training module, is a great example, with 70% of employees enrolling. Additionally, our Learning team conducts live mock sessions, with over 300 Multiversers recently gaining insights into the 'Fundamentals of Data Management'.

With planned product launches skyrocketing this year, learning at work will continue to be a staple for everyone at Multiverse.”

Tips for embedding learning into your work culture 

Ready to start embedding learning into your own work culture? Here are some practical tips to get you started:

1. Encourage knowledge sharing: Create a culture where employees feel comfortable sharing their expertise and learning from each other. Encourage mentoring programs, knowledge-sharing sessions, and collaborative projects where employees can learn from their peers.

2. Use technology to make learning more accessible, flexible, and personalised: Use digital learning platforms, online courses, and mobile apps to provide employees with easy access to learning resources. Tailor learning experiences to individual needs and preferences, allowing employees to learn at their own pace and in their preferred format.

3. Provide a diverse range of learning opportunities: Offer a variety of learning opportunities to cater to different learning styles and preferences. This includes formal training programs, workshops, webinars, as well as on-the-job learning experiences, such as job rotations and secondments.

4. Recognise and reward employees who engage in learning and development: Acknowledge and celebrate employees who demonstrate a commitment to learning and development. Implement recognition programs, badges, or certifications to reward employees who complete training courses or achieve specific learning milestones.

5. Continuously evaluate and improve your learning initiatives: Regularly gather feedback from employees about their learning experiences and preferences. Use data analytics to track the effectiveness of learning initiatives and identify areas for improvement. Continuously update and refine your learning programs to ensure they remain relevant and impactful.

By following these tips and drawing inspiration from the examples we've shared, you'll be well on your way to creating a thriving learning culture.

By embedding learning into your work culture, you'll not only enhance the skills and knowledge of your workforce but also create a more innovative and resilient organisation.