The importance of training in a company is no secret. It supports an organisation’s growth, boosts employees’ skills, gives them a sense of fulfilment, and builds loyalty. But what is less known is that it also directly impacts the complex inner workings of the organisation.

As organisations try to find their bearings in a post-Covid world that has reshuffled the deck – from employee motivations to work habits – training emerges as an answer to today’s challenges while preparing for tomorrow’s stakes. Training is a strategic tool that helps organisations handle these changes and prepare for challenges as they arise. It also helps employees better understand the company culture, establish a “continuous learning” mindset, and adopt new technologies as they emerge. Flavia Pal, Head of People Development at Rogers, and Lailesh Sidaya, Talent and HR Project Manager at ENL, tell us more.

From vision to action

A company’s culture is embodied in the values of its stakeholders. To achieve a shared company culture, instilling these values into every employee’s work habits is crucial. “We structure our training around the values and pillars that form the vision of Rogers,” explains Flavia. “Once these are translated into concrete actions and behaviours, each employee becomes a change-maker.”

The “Climate Fresk” workshop, conducted by the sustainability and training teams, is a prime example. This workshop raises employee awareness about the impacts of climate change by combining theory with practice. “Our three-year goal is to train 1,500 employees and rally them around the Group’s environmental commitment,” Flavia shares. DEI (diversity, equity, and inclusion) is another important issue that training can address. “Respect for others has always been a guiding thread in our training. We want to accelerate and reinforce this focus and are working on implementing a specific program in this area,” adds Flavia.

A learning culture is a must

Becoming a change-maker involves working in a stimulating environment. Lailesh shares, “A learning culture reflects a company’s ability to adapt and ensure longevity. In practical terms, this means nurturing talent by rewarding continuous learning and innovation, promoting knowledge sharing internally, and providing opportunities for formal and informal learning.”

The contribution of management teams is essential in creating this stimulating work environment: “For our leaders to support and guide their teams and promote growth, our leadership programs now integrate coaching as a key skill to develop.” Lailesh adds, “A proactive leader doesn't just preach the importance of learning; they embody it by actively participating in training, reading regularly, and sharing their knowledge with their team. They prove that even at the highest level, learning is valued.”

And the future?

By definition, training always looks toward the future. As new technologies emerge, preparing for their integration is vital. They accelerate learning, enhance collaboration, offer opportunities to redefine roles through automation, and create value. To stay up-to-date, Lailesh suggests several approaches: “Coaching, knowledge exchange, and continuous training help maintain proficiency. And to go further, why not consider innovation labs or internal hackathons to boost creativity and problem-solving skills?”

When it comes to training, one certainty remains: learning and growth are constant.

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