No matter what your professional role may be, it’s clear that learning is part of the job description, whether it’s explicitly written there or not.
There are a few ways engineers can make learning a part of their regular routine, and in this article, we’ll look at two: “top down” learning, which comes from higher-ups at your job, and “bottom up” learning, which is more individual.
Ideally, managers and companies should strive to provide learning opportunities for their teams. When learning comes from the higher-ups at a corporation, that’s “top down” learning. Here are some examples of ways businesses can incorporate top down learning for their teams.
1. Encourage Scheduled Time for Learning
One of the best ways team members can ensure they learn new things regularly is if they schedule time for it. Decide on a reasonable amount of time (say, an hour a week) that members of your team can spend learning, and then encourage them to put it in their calendars and stick to it.
2. Provide a Learning Stipend or Reimbursement
A common perk tech companies offer these days is a stipend or monetary reimbursement for expenses related to continued learning. Employers can pay for books, classes, video courses, subscriptions, and more to help encourage their team members to learn new things regularly.
3. Arrange Events for Personal and Professional Development
One of the best ways managers can encourage continued learning is to not only make time for it in the schedule, but arrange events where learning takes place. Think brown bag conversations over lunch, fireside chats with interesting experts and professionals, or networking events with other companies. Provide events that will help your team grow, and they’ll be more engaged and spend more time learning when they attend.
4. Pass Down Corporate Knowledge
When team members need to know about work processes, they need to be able to access it. Create internal systems that allow for sharing corporate knowledge, like a company wiki or portal. Make sure information shared in the system is accurate and easy to find.
5. Share Relevant Content Internally
Managers can share interesting or job-relevant content with their teams via whatever communication tool they use (email, Slack, etc.). Read an interesting article about software development that you think your team will find interesting, too? Pass it on!
Unfortunately, some workplaces don’t put as much emphasis on the importance of continued learning as they should. And even if they do, individuals can still find their own opportunities to learn, too. That’s “bottom up” learning, and we have strategies for that, too.
1. Schedule Regular Learning Time
Just like managers should allow for scheduled learning time on their team members’ calendars, individuals can schedule their own time, too. Talk to your manager about how much time you should dedicate to learning each week. Then, put it on your calendar and treat it like any other work responsibility so you keep that time blocked off and spend it learning something new.
2. Create and Keep a “To-Learn” List
Just like you likely have a to-do list for outstanding tasks at work, make a list of things you’d like to learn about. When you have spare time (or when your scheduled learning time arrives), choose something on the list to read about, watch a video about, talk to someone about, or learn about in some other way.
3. Read, Watch, Listen, and Subscribe
One of the best ways to learn is by constantly consuming high-quality content about things that interest you or are relevant to your job. Seek out interesting, excellent articles, videos, podcasts, interviews, newsletters and other content. Use it to learn as much as possible.
4. Participate in Learning-Related Channels and Communities (and Teach When You Can)
If your workplace has a dedicated channel for learning, join that and participate thoughtfully in the conversations that arise. You can also seek out learning-oriented communities, either locally or online. And remember that while learning is the ultimate goal, you should also take time to teach others when you have skills or knowledge that can benefit them.