Strategies L&D Can Use to Make Organizational Learning Stick Longer

Amit Gautam
Amit Gautam November 02, 2021

In the last decade or so, technological advancement has meant that professional skills become outdated really fast. Soft skills like communication, critical thinking and collaboration last five years while technical skills become archaic even faster.

The pandemic has exacerbated the situation. It’s clear that upskilling your workforce through regular training and development activities is not a good to have, but a must-have for your business. But it’s not enough to simply accept the situation. You also need to take the right steps to ensure that your employees have enough learning and development opportunities that encourage learning to stick longer.

Here are some ideas that you can implement to help your employees retain knowledge and improve their organizational learning experiences.


  • Make Continuous Learning a Part of Organizational Culture

While you can encourage the idea of learning in the flow of work by helping employees weave it into their daily routines, the focus should also be on making learning an ongoing conversation within the organization in general.

It helps for all employees including managers and leaders to motivate each other by discussing about learning achievements and challenges. Such conversations also help managers know what skills their employees possess, whether they need to upskill/reskill and what new projects can be undertaken based on their team’s capabilities.

  • Focus on Various Modalities of Learning

Modern learners today are used to being spoilt for choice when it comes to content. They have access to so much of it in their personal lives and they appreciate the same experience for their learning too. It’s best to give your employees a choice in terms of how they wish to access new information.

Providing them with online courses is one step. But you can also encourage social or informal learning within your organization where employees learn from their own peers. This kind of peer-to-peer learning gives them the opportunity to share their insights and learn in the process.

  • Encourage Learner Autonomy

Traditional approach to workplace learning generally involves a top down flow where the learners hardly get any control over their learning experience. However, given that modern learners have very specific learning needs, this approach no longer works.

A more appropriate approach is putting employees in charge of their own learning. This means giving them the chance to access content like on-demand online courses that they can fit into their schedule. This is more about giving learners autonomy over their own learning and letting them choose what they want as well as when and where they want to learn.

  • Look At Data to Strengthen Learning

If your organization is using an LMS or any other digital learning platforms, you can look at data to see how people are spending their learning time. Your learning platform may show you patterns and trends with the help of which you can make personalized recommendations to learners to help them build on their knowledge.

These trends can also be used to bolster your learning & development strategy to deliver a seminal learning experience.



It is unlikely that the pace of technological advancement will ever slow down. In fact, the pandemic has only accelerated changes. It’s best to help your employees prepare for the future by giving them opportunities to make learning stick for longer.