Learning Journeys to Boost Employee Skill Enhancement

What is a Learning Journey?

It is a set of formal and non-formal learning experiences that take place over a period of time and involve a range of approaches to enhance employees’ professional aptitudes, develop their current skills and abilities, and improve their behavior. It means that learning journeys should satisfy employees’ urge to learn and improve, organizations have to provide them with the greatest opportunities for their own professional achievement while also taking organizational business value into account.

Why Learning Journeys?

There are various reasons why organizations have to develop effective learning journeys for their employees: 

  • Employees at each position benefit from improved knowledge and understand their position better. When employees are aware of the roles and responsibilities they excel in, they will concentrate on those tasks. Organization benefits as employees who are engaged in work that aligns with their interests and in which they have a better understanding are likely to be more productive. 


  • It might elevate the skillsets of both newly hired and current employees, which would increase the effectiveness of the organization as a whole. It occurs as a result of their continuous skill growth and advancement in their fields of specialization. As a result, the organization’s outputs ought to improve.


  • It enables defining and pursuing an organization’s goals simpler. Employees that have a successful learning journey will have a greater understanding of the organization and their jobs, which will allow them to establish and set realistic goals for both the organization and themselves. Given that it is feasible, they are motivated to make it happen.


How to create Learning Journeys that boost employees’ skill enhancement?


1. Support continuous learning

Learning is not a one-time event; it is a continual process. Organizations must be innovative, flexible, and always adapting if they intend to remain competitive in today’s global marketplace. Organizations that do not encourage continuous learning struggle to innovate, maintain the status quo in their operations, and never achieve something new.

2. Invest in employee training 

One of the most significant factors in obtaining an excellent employee with the skills and knowledge that are essential for the organization is training and development. Self-driven people desire to expand their knowledge by acquiring new skills. It helps organizations find employees who are qualified for promotions as well as attract and keep top talents.

3. Personalization in learning

It implies that organizations must establish learning and development pathways that are individually created to meet the objectives, interests, and purposes of each employee. This offers the employees the freedom to select the knowledge and skills they wish to acquire as well as those they require for their roles. Organizations support their employees’ targeted learning through personalization.

4. Establish learning goals

To ensure that employees accomplish their training on schedule, set milestones for the team. Setting deadlines is crucial for encouraging employees to finish their courses. Determine planned targets that assist learners in attaining accomplishments along the way by using the planned course length as a guideline. Encourage them to keep learning by giving them constructive reminders. 

5. Encourage open communication

Before conducting the learning journey, make sure to have channels of open communication with the employees who are going through the experience. Identifying what employees expect from training activities– including the skills that they want to learn are necessary for both the individual and the organization–is valuable to equalize goals. Engage with employees on a regular basis to discuss progress and provide an environment where they may use their newly acquired knowledge and skills. 

6. Combine material from many sources

Spend some time identifying high-quality content that is tailored to employees’ objectives for the learning journey. This might entail using content from outside sources, coming up with your own, or doing a combination of the two. Explore multiple channels and various sources to create innovative and interesting content.

7. Continue to monitor performance

Understanding how successfully learning journeys convey knowledge is indeed a crucial component of developing it. To help comprehend how well employees performed throughout learning, how much time they put in, and even what their input was on the course material, it is essential to be able to create metrics. Finally, being able to certify everyone who has successfully completed the entire training process is preferable, as it serves as formal validation of their learning and effort during the journeys. 

8. Immediate feedback from learners

A training program must constantly be in development in order to be successful. When selecting instructional materials, learner input is crucial. Ask them for feedback when they have finished their learning journeys, including any recommendations for ways to enhance it better. Ask learners to rate the materials, instructors and provide overall evaluations of their learning experiences.

In summary, a Learning Journey is a set of learning experiences that take place over time and involve a range of approaches to enhance employees’ professional aptitudes and improve their skills and behaviors. Organizations benefit from improved knowledge and productivity of employees who are engaged in work that aligns with their interests. To create effective Learning Journeys, organizations should support continuous learning, invest in employee training, personalize learning paths, set learning goals, encourage open communication, and combine material from various sources.

DASA TALENT ACADEMY is the solution for accelerating organizational success with a comprehensive, continuous learning hub for all DevOps and Agile skills. By preparing talent for present and future opportunities and pursuing growth with measurable results, it helps to align the learning organization to business goals. The simplest approach for learners to discover and consume learning information that is suited to their present or future positions is through DASA Talent Academy, which also facilitates learning at the speed needed. Additionally, it provides the right learning resources to the right learners at the right time.

Irfan Sharrif

Technology delivery program management, RTI Consulting