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  • Isabelle Ulbrich


In times of rapid technological change and economic dynamism, continuous learning within companies has become indispensable. It is no longer sufficient to apply knowledge once learned over a period of years. This leads us to the learning culture in companies. But what exactly does it mean and why is it of such central importance?

Corporate learning culture stands for the totality of all norms, values and practices of a company that promote and support continuous learning and development. It is much more than formal training or seminars. It is about how a company places learning and development at the heart of its daily operations. In a world that is constantly evolving and where change is part of everyday life, a robust corporate learning culture is essential. Companies that maintain a robust learning culture are better able to adapt, innovate faster and remain more competitive.


Corporate learning culture is defined as a working environment in which employees are constantly encouraged to acquire new knowledge and skills and to develop personally and professionally, supported by appropriate measures and initiatives of the company. In practice, there are various positive examples of the establishment of a learning culture in companies:

  • Google: Employees have the opportunity to use up to 20% of their working time for their own projects. This not only enables the development of innovative products, but also deep, self-directed learning and promotes creativity.

  • Siemens: With a sophisticated internal academy, Siemens ensures that its employees are always up to date through a wide range of DIGITAL EMPLOYEE TRAINING and continuing education courses.

  • Microsoft: Under the leadership of Satya Nadella, Microsoft has promoted a "learn-it-all" culture as opposed to a "know-it-all" culture. This includes a learning culture of continuous training and adaptability within the company.

  • IBM: With its Think Academy initiative, IBM offers an online learning platform for all employees worldwide. This platform includes courses on the latest technologies and industry trends, thus promoting continuous learning.

  • Airbnb: The company offers its employees an annual education budget of $2,000, which they can spend on courses, conferences, or other learning resources of their choice.

It is no coincidence that the large and successful companies in particular have been putting a lot of effort into establishing an effective learning culture in their company for years. But what constitutes such a learning culture in a company? And how can you implement it in your company now?


  • Leadership and role model: Leaders must not only promote learning but act as lifelong learners themselves. They set the standard and create a climate of mutual respect and curiosity.

  • Fostering curiosity and self-initiative: It is essential for the implementation of a learning culture in companies that employees feel encouraged to constantly ask questions, try new things and independently design their individual learning journey.

  • Learning resources and environment: Appropriate resources are crucial for an effective learning culture. These include not only courses, but also a physical and virtual learning environment that encourages sharing and collaboration.


  • Steps to development:

    1. Take stock: Where does the company currently stand in terms of learning culture? What resources, tools and training programs are already in place?

    2. Stakeholder engagement: Engage all relevant parties, including managers, HR representatives and employees in the process to ensure a shared understanding and commitment to the learning culture in your company.

    3. Goal definition: What are the concrete outcomes to be achieved by introducing or strengthening the learning culture in your company? This can range from increasing employee satisfaction to developing specific competences.

    4. Select and implement learning tools and platforms: Decide on the right tools and resources that support and promote the learning culture within your company.

    5. Train staff: Train staff not only in the new tools, but also in the importance and benefits of a strong learning culture.

    6. Establish feedback loops: Ensure that regular feedback mechanisms are in place for employees to share their experiences and suggestions.

    7. Continuously measure and adjust: Monitor progress, measure results and adjust as necessary to continuously optimise the learning culture in your company.

  • Challenges and solutions:

    1. Identify resistance: Companies may encounter various resistances, such as entrenched structures, sceptical employees, or lack of resources

    2. Employee engagement: A key to overcoming resistance is EMPLOYEE ENGAGEMENT. Demonstrate the added value and benefits of a learning culture in the company and emphasise how it can contribute to personal and professional development.

    3. Use the right learning management software: The right LMS provides learning paths that are tailored to the specific needs and challenges of an organisation. We at SWISSTEACH are an experienced LEARNING MANAGEMENT SYSTEM PROVIDER. Our LMS GLOBAL TEACH® supports you and your employees in establishing a learning culture in your company. The LMS developed by Swissteach looks back on over 20 years of success and was a pioneer in the world of learning management systems. It supports and structures employee development through digital and classroom training. The spectrum of functions offered by GLOBAL TEACH®, even in its basic version, fulfils all the requirements for versatile blended learning in training and further education. In doing so, its users not only enjoy the advantages of a tried and tested technology, but also the expertise of SWISSTEACH for effective implementation and evaluation.

Do you have any further questions about implementing a learning culture in companies or E-LEARNING FOR COMPANIES? Feel free to contact us at any time and let our experts provide you with non-binding information in the CONSULTATION. We look forward to hearing from you!

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