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  • Writer's pictureSubha

Learning Goals

Updated: Mar 11

Learning Goals

​Today, a job description is almost obsolete. Even the most skilled professionals find themselves learning something new, or upskilling themselves, every few years. Employees who miss the chance, or lack the inclination, to grow, often find themselves sidelined very soon. At RainKraft, one of our goals this year is to help upskill individuals who can then become valuable assets to an organization.

But, and there’s always a but, can you fit work and learning into an eight-hour workday? Luckily, the answer is a yes. Research has shown time and time again that as the day progresses, an employee’s efficiency reduces, and that most employees only work for about two to three hours each day. This is a brilliant opportunity for employers to leverage upon- an employee who gains continuous stimulus at their workplace is much more likely to stay engaged and a lot less likely to quit abruptly.

Hence, as an organization, set a goal this year to upskill your employees. We have chosen to do this by exposing our team to new and different projects. Also, since we are a remote team, we will meet at least once every month and spend some serious time learning from each other.

Learning Goals for Organizations

Larger organizations with more diverse teams need a learning structure to succeed in this endeavor.

  1. It helps to have a learning calendar in place for different teams so that all of their needs are taken into account.

  2. You can also consider having a group subscription to learning sites like LinkedIn Learning and setting reward-based targets to help every employee stay motivated.

  3. Consider taking half a day off every week to sit together and share the learnings from that week. It can be a very interactive session, turned into a manual or a book of conversations at the end of the quarters.

  4. For specific, targeted learning needs, workshops, and training programs are still the top choice with most organizations and with good reason- they offer an intense level of interaction that is impossible to achieve through a video module.

  5. Involve every stakeholder in the learning choice. Offer some exciting options beyond work, such as a yoga class or a swimming certification. This way, employees know that you value their personal goals as much as the professional ones.

  6. Harvard Business Review says ‘hire to train.’ As opposed to looking for a highly skilled employee, plan on hiring raw talent and molding it according to your needs. This way, you have a skilled workforce that understands the needs of your business very thoroughly.

Have you set learning goals for your employees yet? Share your top challenges in doing so with us, and we can help you come up with a plan.

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