By Lettie-Basani Phume – The pace of change in the workplace is accelerating at an unmatched rate. To thrive in this competitive environment, companies must prioritise learning – and the ease of accessing learning. This is especially true given the rapid advancements in AI and technology.
At Momentum Group, we place a high value on developing our employees and fostering a culture of continuous learning. Our provision of ongoing learning opportunities, coupled with digital HR capabilities, has been recognised as an area of strength in our Top Employer certification, exceeding the global benchmark for success in this area.
Based on these insights, I have created a guide to support a structured approach to learning.
- Assess learning needs – Start by identifying areas where your team’s skills require enhancement. Conduct regular assessments and stay informed on future trends to ensure your learning programmes remain relevant.
- Create a learning culture – Make learning an integral part of your company’s DNA. When leaders champion continuous development, it fosters a culture where curiosity and knowledge-sharing are celebrated.
- Develop a learning strategy – Design a learning plan aligned with your company’s strategic goals and employees’ career aspirations. Whether upskilling for technological advancements or developing leadership capabilities, a clear strategy ensures structured growth.
- Offer diverse learning opportunities and support career development – Not everyone learns the same way. Some prefer online courses, while others benefit from hands-on workshops or mentorship. Understanding individual needs enables tailored learning solutions. Linking learning opportunities to career progression further enhances engagement and retention.
- Cultivate a learning mindset – Encourage employees to view learning as an ongoing journey rather than a destination. Creating an environment where curiosity, growth, and continuous improvement are valued ensures that learning becomes a natural and intrinsic part of work. By embedding learning into everyday work life, organisations cultivate an agile and future-ready workforce, driving both individual and business success.
- Embrace technology and stay relevant – Leverage learning management systems and e-learning platforms to make training accessible and engaging. Keeping learning programmes aligned with industry trends and emerging technologies ensures employees acquire future-ready skills.
- Encourage knowledge sharing – Facilitate knowledge exchange through team meetings, internal forums, or collaborative projects. Creating spaces for employees to share their insights fosters a dynamic learning environment.
- Provide resources and time – Ensure employees have access to learning materials and adequate time to engage in development opportunities. Flexible, self-paced learning options enhance accessibility.
- Address challenges early – Identify and remove barriers to learning, such as time constraints or lack of support, to create an inclusive and effective learning environment.
- Encourage self-directed learning – Empower employees to take ownership of their development by providing access to diverse resources and fostering a culture of self-driven learning.
- Measure and evaluate success – Tracking learning effectiveness is crucial. Gather feedback and use data-driven insights to refine and improve learning initiatives over time. Measuring the return on investment (ROI) of learning programmes is essential — not just in terms of participation rates, but by assessing behavioural change, skill application, and business impact. Organisations that successfully link learning to performance outcomes are better positioned to drive strategic success.
Conclusion
A well-executed learning strategy is not just about individual skill-building; it is a key enabler of business performance. By embedding continuous learning into everyday work life, organisations cultivate an agile, adaptable, and high-performing workforce.
When employees see the value of learning — not as a task, but as an opportunity for personal and professional growth — companies unlock greater innovation, engagement, and long-term success.
Lettie-Basani Phume is the group human capital executive at Momentum Group