We talk a lot about learning at work, but we often treat it like an extra. A workshop here. A course there. A one-off leadership offsite.
Learning Happens in the Flow of Work
The problem is, that’s not how real learning happens. It happens in the moment—when someone solves a new problem, gets feedback, or reflects on a challenge they just overcame. It’s continuous, personal, and context-rich.
That’s why this article from Harvard Business Review hit home for me. It highlights that the second most important factor for employee happiness (after the nature of the work itself) is opportunities to learn and grow.
And the truth is, most people want to learn. They want to grow. They just need the right environment.
Everyday Learning = Better Performance
If you’re looking to improve engagement, retention, and overall team performance, embedding learning into daily routines might be your highest-leverage move.
Here are a few ideas:
- Add short reflection questions into team meetings
- Make space for employees to share what they’ve learned in real time
- Include development goals in 1:1s
- Celebrate moments of growth, not just results
- Build micro-coaching moments into your weekly rituals
The Case for Manager-Led Development
In most organizations, managers are the missing link in employee learning. They’re closest to the work, and best positioned to coach in the moment. Yet, they’re rarely trained to do it.
Help managers learn how to spot development opportunities. Equip them with prompts, tools, and templates. And most importantly, give them the time and permission to prioritize it.
When development becomes a daily habit—not a quarterly initiative—you build a culture where growth becomes the default.
Culture First, Platform Second
Yes, platforms can help. Yes, resources are useful. But what makes the biggest difference is mindset. When teams expect to grow, when managers prioritize development, when failure is reframed as learning—that’s when transformation happens.
Learning shouldn’t be an event. It should be a habit.