Building a learning culture in your team

In smaller companies where there is no dedicated HR resource or limited expertise, learning and development needs can easily be forgotten about.

However your company started, by the time you're in the scaling phase, you'll likely have a mix of:

• Experienced professionals who are comfortable managing their own development and career paths

• Fresh graduates who may need the structure and training that is more often found in larger companies

You can probably assume that most employees are okay for a year or so after joining, but longer-term, there are good reasons to make sure learning is not ignored:

• Skills gap: The startup landscape is constantly evolving. New skills are constantly emerging, and neglecting training sets your company up for stagnation

• Disengaged young talent: Young employees who don't feel supported in their development are more likely to seek opportunities elsewhere

• Stagnant leadership: Even experienced leaders can benefit from refreshing their knowledge and skill set

Build a culture of learning

How can you ensure everyone on your team feels valued and equipped for success?

• Career path discussions: talk to your team members about their long-term goals. Can you offer them opportunities for growth and development within the company?This does not have to be detailed or involve documentation. But, you should have the conversation and taken the action steps that are right for your organisation

• Mentorship: pairing senior team members with less experienced colleagues for guidance and support can be beneficial for both parties. But, do make sure this is a recognised aspect of the senior’s role

• Internal training sessions: leverage the expertise within your team to offer training workshops on relevant topics

• Skill-building resources: provide access to online courses, conferences, or industry publications to support continuous learning

• Updates for experienced staff: don't assume past experience translates to all areas. Leaders can benefit from refreshing their skills, especially when it comes to things like recruitment or taking on new functions

• Recognition and titles: don't forget to review job titles and responsibilities regularly. Does someone deserve an updated title to reflect their expanded role?

• Training for new responsibilities: people often acquire new skills to fill gaps within a startup. Provide access to training to help them excel in these new areas

By building a learning culture and addressing individual needs, you'll empower your team, minimise skill gaps, and create a dynamic and engaged workforce. Remember, people are your greatest asset.