What?

As I focus on Human Resource Development (HRD) in my latest readings and because I work in Human Resources, I have wondered this week about how to tackle a challenge I have seen in my work life over the years.  What I haven’t seen captured is the idea that not everyone at work wants to learn.

One must consider whether focusing heavily on performance is overkill or whether neglecting performance management puts the organizations at risk. I think there is a third factor not being considered which is why all employees must be considered eager learners in an organization.   

So What?

There are employees eager to climb the ranks, ready to grow their skills and learn new things to be ready for future endeavors.  Some employees are dependent students who crave the instruction, the teacher’s guidance and what is learned.  Others are self-directed students who have learning goals but want to be autonomous. There is a third group of employees who are strong performers not being recognized in what I’m reading lately.  To many, they may be the “rocks” of the organization. These are the employees who: 1) have worked in the same role for so long that learning new skills is no longer interesting or necessary for them, so perhaps they are “older and wiser”. 2) aren’t career focused individuals, so they don’t find value in learning for the job where it’s not required, and 3) are approaching the end of their employment, so they are mentally out of reach for feeding new tools, methods and skills. In these cases, employees are not motivated to learn more and have no external factors stimulating them to learn and engage in training and activities.  Can’t it be okay to allow some employees to just come to work, perform at status quo, and put food on their tables?  In our economic times, there are some employees who may be “retired on the job” who are forced to keep jobs with low pay or social status, to make ends meet. 

In Japan, there is a “lifelong employment model”.  I read an article about lifelong learning policies and practices targeted to older workers in Japan.  Due to an aging population and a smaller population of younger workers, these policies are an attempt to address the labor market challenges and keep older workers in the labor market longer.  As I study the quandary of how our most senior workers should be treated or wish to be treated, I wonder if opinions about work shift with age in Japan the way they sometimes do in the United States.   

A key takeaway from this week through discussion with another learner like me has been that teaching also leads to learning for the teacher.  It can be beneficial for an employee to move into a trainer role.  It works both ways. Instead of assuming that learners are to teachers as followers are to leaders, it’s more fitting to the art of adult learning to indicate learners are to teachers as siblings are to one another.  In a sibling group, one may be seen as the oldest, and for that reason, “in charge” when the parents aren’t looking.  However, this dynamic adjusts per the situation.  It’s not uncommon for my almost 3-year-old to fuss at his older siblings for jumping on the furniture when I leave the room. Hearing this, I respond, so in that way, the youngest sibling has led the older children from danger through his leadership. A learner or a teacher should be viewed as any potential person in the room depending on what presents itself.   

Now What?

It’s going to be important for me, moving forward to continue seeing every employee and every person, generally, as a learner. Allowing employees to be part of their learning process from planning to evaluation will be meaningful to employees, especially if they have been in their role for many years and have something to teach others.  In this way, they may still learn through teaching others.  If there are times the employee doesn’t seem interested or doesn’t find learning of value, I must continue exposing them to experiences where they may learn or even teach other learners in that environment.  As they’re highly skilled, this can keep this group of learners more engaged because it will tap into their wealth of knowledge.  This will also be an important way to engage workers who may or may not actually want to still be employed after years of commitment.