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Building a Learning Culture: 8 Ways Companies Use Onboarding
Imagine transforming every new hire into a continuous learner who invigorates the workplace. With insights from a Vice President of Candidate Relations and a Chief Culture Officer, this article explores practical strategies to achieve that goal. It begins with sharing founders’ mistakes as a learning tool and culminates in using creative workshops for onboarding, among others. Spanning eight expert opinions, the responses are designed to reshape how onboarding can drive perpetual growth.
- Share Founders’ Mistakes for Learning
- Celebrate Culture Advocates Post-Onboarding
- Pair New Hires with Mentors
- Provide Diverse Learning Resources
- Encourage New Hires to Teach Us
- Set Personal Development Goals Early
- Offer Tuition Reimbursement for Learning
- Use Creative Workshops for Onboarding
Share Founders’ Mistakes for Learning
Part of onboarding involves time and facilitated conversation with our founders. They reiterate who we are and why we exist, which helps root new employees in the shared values of our business. One of our foundational shared values is learning by making mistakes, so when onboarding we discuss that using real-world examples of mistakes we leaders have made. This fosters an approach of trying new things and learning as we go!
Theresa Balsiger
Vice President of Candidate Relations, Carex Consulting Group
Celebrate Culture Advocates Post-Onboarding
We prioritize a culture of continuous learning and development from the moment new team members join us. Our onboarding experience spans 120 days and emphasizes our commitment to being a culture-first company. This is reinforced by an eight-week culture-training course that delves into the history, values, and shared programs integral to our organization.
Utilizing the 360 Learning platform, we create video learning opportunities for team members, complete with assignments following that push new team members to connect and build trust, fostering organic relationships through meaningful conversations. This immersive experience not only allows new hires to practice what they’ve learned but also encourages them to observe and reflect on our vibrant culture.
We believe this journey extends well beyond the initial eight weeks. Upon completing the program, new team members are celebrated as culture advocates and receive a fun graduation tassel, but, more importantly, are now equipped to actively contribute to our mission of continuous learning and development.
Debby Durr
Chief Culture Officer, Premier Wealth Partners
Pair New Hires with Mentors
Using onboarding to foster a culture of continuous-learning and development involves integrating learning opportunities into the initial training process and promoting a mindset of growth from day one. A specific example of this is implementing a structured onboarding program that includes a mentorship component. New hires are paired with experienced employees, who guide them not only through their immediate job responsibilities but also through broader company resources, ongoing training programs, and skill-development opportunities.
For instance, during our onboarding, we introduce new employees to an internal learning management system (LMS), where they can access a variety of courses and resources tailored to their roles and professional interests. This not only encourages new hires to take ownership of their development, but also normalizes the idea that learning is a continuous journey within the organization. Regular check-ins between mentors and mentees help reinforce this culture, as they can discuss progress, set new learning goals, and explore additional opportunities for growth. By embedding learning into the onboarding experience, we cultivate a proactive attitude toward professional development that persists throughout employees’ careers.
Shehar Yar
CEO, Software House
Provide Diverse Learning Resources
Onboarding is a crucial opportunity to foster a culture of continuous learning and development from the very start. When new employees join, we don’t just introduce them to their roles; we highlight the importance of ongoing growth within the organization.
One effective strategy we use is to provide new employees with access to various resources and tools that support their professional development. This includes training programs, workshops, and digital learning platforms catering to diverse learning preferences. We also promote an open-door policy, inviting new hires to engage with team members and leaders and fostering a collaborative atmosphere where questions and discussions about growth are welcomed.
Moreover, we encourage employees to share their learning experiences and insights with one another, creating a supportive community focused on knowledge exchange. This approach not only helps new hires feel integrated but also reinforces our company’s commitment to continuous improvement. By embedding this mindset into our onboarding process, we lay the foundation for a workplace where learning and development are encouraged and celebrated.
Bradford Glaser
President & CEO, HRDQ
Encourage New Hires to Teach Us
Onboarding traditionally has the role of teaching new employees how the company operates, but we go beyond that. We actually use onboarding to also have new employees, through their fresh perspective, teach us new tools or methods that can improve the way we operate. We do this by encouraging them to challenge what they learn about the company, not only absorb the information, but ask questions.
For example, we had a new hire with a background in data analytics that introduced a more efficient way of forecasting spending based on historical data. He was able to spot the inefficiency in the workflow easily as it was something that he had worked on implementing in his previous role. By having this approach of openness, we not only foster a sense of contribution from day one, but also encourage a mindset of constant learning and innovation across all levels of the organization.
Martin Wild
Managing Director, Kinnovis
Set Personal Development Goals Early
We’ve made learning and development a key focus of our onboarding process by embedding it into the very first days of an employee’s experience with the company. New hires aren’t just given the typical “how-to” sessions about their role—they’re also introduced to our learning platforms and encouraged to set personal development goals. For instance, we use a learning management system (LMS) where employees can access courses on everything from SEO to the latest software development trends.
A specific example is when we onboarded a new content strategist. As part of their introduction to the team, we didn’t just train them on our SEO strategies and content processes. We also gave them access to online courses about advanced content marketing and analytics tools, with the understanding that they could explore these at their own pace. They were encouraged to complete at least one course within the first three months and share their insights during a team meeting. This approach fostered a mindset of continuous improvement from day one.
By linking onboarding with learning and development, we signal to new employees that growth is a priority here. It creates a culture where people are excited to learn, share knowledge, and develop their skills continuously. This not only helps employees feel more confident and capable in their roles but also contributes to the overall growth and adaptability of the company.
Greg Walters
Co-Founder, SEO Modify
Offer Tuition Reimbursement for Learning
We encourage our staff to develop continuous learning by offering tuition reimbursement in business-related subjects. When their course of study is successfully completed, we reward the staff member with merit-based incentives and pay increases. Associates, Bachelor’s, and Master’s degrees are each rewarded with a 5% pay raise. In addition, there are pay increases and reimbursements for obtaining and maintaining professional and technical licenses and certifications.
The purpose of our Education Program is to encourage employees to undertake education programs in order to improve or maintain job performance and enhance the potential for advancement as a result of identified career goals in conjunction with the Workforce Planning Program. Any employee who has been employed for one year under classified permanent full-time status prior to the commencement of a course is eligible for participation in the program.
Donna Bryant
Human Resources Coordinator, Mobile Area Water & Sewer System (MAWSS)
Use Creative Workshops for Onboarding
Onboarding is a key moment to set the tone for a culture of continuous learning and development, and I’ve found that making the experience interactive and creatively engaging from the start is incredibly effective. During my smartphone-photography workshops for new team onboarding, I encourage participants to see photography not just as a fun activity but as a way to see the world differently—fostering curiosity and an openness to learning.
For example, I lead teams through exercises where they photograph seemingly ordinary objects in extraordinary ways. This helps new hires quickly become comfortable with creative problem-solving and encourages them to adopt a mindset of always looking for new perspectives. By starting their journey with hands-on creative learning, they see that innovation and growth are not just goals, but everyday practices. This approach helps plant the seeds of a learning-driven mindset that can be applied throughout the organization.
Danylo Torbovskyi
Creativity Coach, Smartphones Are Not For Calling
Submit Your Answer
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