Barriers to Organisational Learning & Training Programs

Regardless of the size of the organisation, effective training will contribute to its success of the organisation. In contrast, improper training can impede the achievement of organisational goals.

Getting the most out of your training investment can be achieved by avoiding common barriers.

But what is it that prevents employees from learning at work? Let's examine some of the biggest barriers to organisational learning and how to overcome them.

Why is Organisational Learning important?

Learning and development in an organisation are essential processes that boost the abilities and expertise of any employee, which will ultimately benefit the company.

What are the Barriers to Learning in an Organisation?

Organisational learning & training programs are commonly hindered by the following barriers:

• Program Focus vs Organisational Focus

• Limited Resources

• Resistance to Change

• Work-Learning Dichotomy

• Lack of Leadership

• Non-Learning Culture

• Short-Term Focus

Program Focus vs Organisational Focus

Typically, your employees' attention is focused on delivering assigned projects and programs, not on improving your organisation.

A lack of program focus is a significant barrier to organisational learning. Having your employees complete the tasks effectively and requiring them to do what has been assigned will not make them more productive.

Program focus barrier: how to overcome them?

One of the best ways to overcome the program focus barrier to organisational learning is to explain these factors to your employees:

• Why do they need to do this?

• What’s in it for them?

• Is there any alternative way of doing it?

• What skills they can acquire?

Limited Resources

As a result of the recession, many organisations reduce their training and development budgets. However, companies must adopt an investment mentality when it comes to training as it benefits them in the long run.

For many people, learning something new is an exciting experience, however, limited resources can hinder organisational learning.

Limited resource barriers: how to overcome them?

A recent survey revealed that 68% of employees considered Training & Development to be the most important policy at their workplace. Clearly, the employees value learning a lot.

Therefore, if you wish to encourage employees to acquire new knowledge and improve themselves, you should create organisational structures such as Policies, Standards, Regulations, Budgets, and Expenses that will do so. Additionally, integrate learning into your daily activities in an effective and creative manner.

Resistance to Change

A significant barrier to organisational learning is employee resistance to change. Over time, people who have become accustomed to a certain way of functioning tend to resist trying something new. New processes or learning are not appealing to them.

There is a tendency for some employees to feel as if they might lose familiarity with the processes and systems in place.

Evolution requires a change in an organisation. Adapting to market trends, internal processes, and technology advancements are made easier through change initiatives.

Resistance to Change barriers: how to overcome them?

In order to prevent employee resistance, you must explain why the change is important and why now is the right time to make it. To gain their trust, you can emphasise the benefits and incorporate some wow factors.

Work-Learning Dichotomy

Work and learning are often viewed as two separate aspects of employment, with work always taking precedence. Having a work learning culture means that the company's values support learning in a meaningful and effective manner.

Organisational learning is also hindered by employee frustration when they are unable to improve their skill set without organisational support.

Work-Learning Dichotomy barrier: how to overcome them?

Provide your employees with learning opportunities and motivate them to learn new things and grow. Learning can be emphasized by organisations in their communication about their values and goals.

Develop a learning culture among your employees. Avoid complaints from your employees about having little time to learn and train. Get to know organisational learning & development and invest in effective training tools.

Lack of Leadership

Organisations must engage their leadership in key learning and performance improvement processes in order to continuously learn and adapt.

It is common for leaders to avoid confrontation, difficult questions, and awkward discussions. A lack of proper leadership leads to chaos and hinders organisational training and learning.

Lack of Leadership barrier: how to overcome them?

Leadership must be involved at each stage of organisational learning, which will be prioritized top-down. In order to boost employee morale and confidence, leaders must be well-equipped.

Non-Learning Culture

The non-learning culture inhibits your employees' desire to learn new skills. Employees are less likely to take advantage of their training when learning isn't encouraged or promoted at their organisation.

While organisations can provide a learning environment, they must also be aware of issues that may arise and end up preventing the organisation from learning.

Non-Learning Culture barrier: how to overcome them?

Take the time to identify the main concerns of your employees and address them as soon as possible. Ensure that the workplace is a learning environment that provides value and opportunities for learning. To motivate others, showcase the benefits of learning and recognisze the fast learners.

Short-Term Focus

The short-term vision and temporary solutions that are so prevalent in organisations hinder organisational learning. Most leaders are prone to focusing on the most obvious problem without considering the consequences for the future.

Short-Term Focus barrier: how to overcome them?

Rather than focusing on short-term goals, organisations should focus on long-term learning as an ongoing process. Leadership should set long-term goals and provide employees with learning opportunities on a continuous basis.

There is a possibility that organisational learning involves complex content. It is possible for your employees to become overwhelmed by the complexity and become resistant to workplace training. All of these issues must be taken into account when planning a long-term focus and providing employees with an easy and effective means of learning.