The Top 2 Reasons Why Employees Love To Learn
A better salary, higher status, more control—I’m sure they all factor into an employee’s drive to pursue career development opportunities, but they’re not the driving forces. In the words of American track athlete and nine-time gold medalist, Carl Lewis, “It’s all about the journey, not the outcome.” It’s not enough to give 100% of your talent and ability at work every day if your only motivation is what you might achieve by the time you hit retirement. And if it is, you’re running towards disappointment and burnout.
If you want your employees to remain engaged, committed, and motivated learners for the long haul, there have to be daily, weekly, monthly, and yearly checkpoints that affirm and add to the benefits of their learning journey. When the process of learning produces tangible benefits that employees can capitalize on immediately and use as fuel to advance their careers, they are inspired to pursue even bigger development goals. This way, companies are poised to maximize their growth too. So what are those driving forces?
The Top 2 Driving Forces Of Career Development
1. Purpose
8 in 10 people say learning adds purpose to their work. Employees who engage in learning programs that feel valuable and relevant to their interests and goals can see a direct correlation between their personal development and the achievement of broader company objectives. This alignment helps individuals to understand their role in the larger picture, imbuing their daily tasks with greater significance and meaning. It transforms routine work into a stepping stone for career advancement and personal fulfillment within the context of the company’s vision and mission.
Employees who find purpose in their work are more likely to remain loyal to their organization. They feel a sense of ownership and pride in their contributions, which motivates them to go above and beyond their job descriptions. This sense of purpose also fosters a positive work environment where individuals are driven by a common goal, leading to increased collaboration and innovation. Moreover, employees with a strong sense of purpose are more resilient in the face of challenges and setbacks, viewing them as opportunities for growth rather than obstacles.
2. Connection
7 in 10 people say learning improves their sense of connection to their organization. When an organization invests in its workforce’s personal and professional growth, it fosters a culture of continuous improvement and innovation. That kind of culture often breeds a collaborative learning environment that breaks down outdated corporate silos and encourages teamwork. As employees interact and learn with their peers, they build relationships and a sense of belonging to a larger community. Shared growth creates a powerful bond. This social aspect of learning enhances their emotional connection to the organization, making them feel more integral to its ecosystem.
Employees who feel connected to their organization are more likely to be engaged and productive. They are not just working for a paycheck but are contributing to something bigger than themselves. This connection leads to higher job satisfaction and retention rates. Moreover, a strong sense of community within the workplace can lead to more effective communication and problem-solving, as employees feel comfortable sharing ideas and collaborating on projects. This environment of trust and mutual respect can further enhance innovation and efficiency within the organization.
Conclusion
Ultimately, while external rewards like salary and status are important, they are not the primary drivers of sustained employee motivation and engagement. Purpose and connection are the true driving forces that keep employees motivated to learn, grow, and contribute to their organization. By focusing on these intrinsic motivators, companies can create a more dynamic, committed, and innovative workforce. Employees who feel valued and connected are not only more productive but also become ambassadors for the company’s culture and values, further strengthening the organization’s reputation and success in the long term.
