{"id":62400,"date":"2024-04-24T20:13:33","date_gmt":"2024-04-24T20:13:33","guid":{"rendered":"https:\/\/explore.local\/2024\/04\/24\/getting-buy-in-time-to-learn-at-work\/"},"modified":"2025-04-04T20:27:04","modified_gmt":"2025-04-04T20:27:04","slug":"getting-buy-in-time-to-learn-at-work","status":"publish","type":"post","link":"https:\/\/degreed.com\/experience\/blog\/getting-buy-in-time-to-learn-at-work\/","title":{"rendered":"Time to Learn at Work: Getting Buy-in is a Company Relay"},"content":{"rendered":"\n<p>The skills race is on, yet the <a href=\"https:\/\/learning.linkedin.com\/content\/dam\/me\/learning\/en-us\/pdfs\/linkedin-learning-workplace-learning-report-2018.pdf\" target=\"_blank\" rel=\"noreferrer noopener\">#1 challenge<\/a> facing L&D professionals is providing employees enough time to learn at work. Employees sit on the starting line long after the starting gun is fired because they don\u2019t have time to learn new skills.<\/p>\n\n\n\n<p>How can L&D professionals give employees enough time to learn at work?<\/p>\n\n\n\n<p>Everyone wants to win. To achieve success, you must demonstrate to executives, employees, and managers that investing more time to learn at work is crucial. They all want to know how learning helps them complete their leg of the race, and that answer is different for all three. Executives need business alignment, employees need growth and managers need clear strategies to develop team members.&nbsp;<\/p>\n\n\n\n<p>Getting buy-in at all levels can feel as daunting as running a marathon. But if you first reframe how people typically think of time to learn at work, it\u2019ll be an easier sell all around.<\/p>\n\n\n\n<p><em><a href=\"https:\/\/get.degreed.com\/roi-workbook\" target=\"_blank\" rel=\"noreferrer noopener\">For more ways to win learning and influence the C-suite, download our free workbook to secure stakeholder buy-in. <\/a><\/em><\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img decoding=\"async\" src=\"https:\/\/explore.degreed.com\/wp-content\/uploads\/2025\/04\/Redefining-Time-to-Learn-for-C-Suite-and-Managers-1024x576.png\" alt=\"Redefining Time to Learn at Work for C-Suite and Managers\" class=\"wp-image-42246\"\/><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">Reframing Time to Learn at Work<\/h2>\n\n\n\n<p>How do we carve out more learning time without slowing the pace toward company goals? That is the question L&D professionals get on repeat from executives, managers, and employees. However, the question is problematic because it assumes that learning at work always deters productivity.&nbsp;<\/p>\n\n\n\n<p>Currently, business leaders and managers often think of learning hours as time dedicated to formal training. But if C-suite and managers (and even employees) only think of learning time as separate from work, they miss out on other critical forms of learning.&nbsp;<\/p>\n\n\n\n<p><strong>If companies also invest in other kinds of learning like experiential learning and learning in the flow of work, you\u2019ll boost learning without pulling employees away from productivity.<\/strong> And that makes getting buy-in from everyone easier.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Experiential Learning<\/h3>\n\n\n\n<p>When a runner completes a 5k while training for a marathon, they get real-world race experience <em>and<\/em> earn a medal. Similarly, L&D programs that include experiential learning give employees contextualized learning while producing deliverables for the business. <a href=\"https:\/\/degreed.com\/experience\/blog\/mix-it-up-3-engaging-experiential-learning-options-that-build-skills\/\" target=\"_blank\" rel=\"noreferrer noopener\">Experiential learning might include<\/a>:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Special projects<\/li>\n\n\n\n<li>Shadowing assignments<\/li>\n\n\n\n<li>Internal apprenticeships<\/li>\n\n\n\n<li>Trial periods<\/li>\n<\/ul>\n\n\n\n<p>\u201cLearning doesn\u2019t always mean that you\u2019re consuming content and taking a full time-out from work hours,\u201d notes <a href=\"https:\/\/www.linkedin.com\/in\/stephanielyras\/\" target=\"_blank\" rel=\"noreferrer noopener\">Stephanie Lyras<\/a>, Director of Change Management, Engagement and Adoption at Degreed.&nbsp;The <a href=\"https:\/\/degreed.com\/experience\/professional-services\/\" target=\"_blank\" rel=\"noreferrer noopener\">team of experts<\/a> she belongs to helps organizations align learning to business strategy and measure learning impact. \u201cWhen we see and can prove learning is an integrated part of delivering business outcomes, we can shift mindsets at the executive level to truly understand the value of learning.\u201d<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Learning in the Flow of Work<\/h3>\n\n\n\n<p>If experiential learning is like finishing a 5k, learning in the flow of work is like setting up cups of Gatorade along the route. Employees can get the juice they need to keep speeding along on their current tasks. Many employees learn in the flow of work as they run into and resolve on-the-job challenges by themselves, but L&D can invest in these moments to foster learning while boosting productivity.<\/p>\n\n\n\n<p>Learning in the flow of work can look like:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Googling a tutorial:<\/strong> Many employees do this on their own without L&D intervention.<\/li>\n\n\n\n<li><strong>Asking a colleague:<\/strong> Foster these conversations by developing a mentoring and coaching program.<\/li>\n\n\n\n<li><strong>Microlearning at the point of need:<\/strong> Bite-size content that employees can find in seconds and devour in minutes.<\/li>\n\n\n\n<li><strong>Nudges:<\/strong> Brief reminders (usually push notifications or emails) about how to use knowledge on the job.<\/li>\n<\/ul>\n\n\n\n<figure class=\"wp-block-image size-large\"><a href=\"https:\/\/www.linkedin.com\/in\/stephanielyras\/\"><img decoding=\"async\" src=\"https:\/\/explore.degreed.com\/wp-content\/uploads\/2025\/04\/Stephanie-Lyras-Pull-Quote-about-Executive-Buy-in-for-Time-to-Learn-at-Work-1-1024x576.png\" alt=\"Stephanie Lyras Quote about Executive Buy-in for More Learning Hours\" class=\"wp-image-42250\"\/><\/a><\/figure>\n\n\n\n<h2 class=\"wp-block-heading\">Buy-in from Executives<\/h2>\n\n\n\n<p>While it\u2019s an important step to reframe learning time in terms of work productivity, for executives, the value of employees having more time to learn at work also comes from driving meaningful business outcomes. If you can walk the C-suite through a clear connection between learning on the job and business objectives, it\u2019s much easier to get them onboard.<\/p>\n\n\n\n<p>Many L&D pros struggle with <a href=\"https:\/\/degreed.com\/experience\/blog\/bridging-ld-and-c-suite-gap\/\" target=\"_blank\" rel=\"noreferrer noopener\">speaking C-suite<\/a>, but they also know that aligning learning programs to business goals is critical. It\u2019s their #1 L&D focus area in 2024, according to <a href=\"https:\/\/learning.linkedin.com\/resources\/workplace-learning-report#\" target=\"_blank\" rel=\"noreferrer noopener\">LinkedIn\u2019s Workplace Learning Report<\/a>. But you\u2019ll also need a plan for tracking your program\u2019s success.<\/p>\n\n\n\n<p>\u201cIf you\u2019re going to have employees spending time to learn, executives need metrics,\u201d says Lyras. \u201cWhether that\u2019s tied to employee engagement, productivity, retention rate, or how quickly a new employee onboards. You need a solid measurement strategy to track regularly so you can respond to the insights.\u201d<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><img decoding=\"async\" src=\"https:\/\/explore.degreed.com\/wp-content\/uploads\/2025\/04\/C-Suite-Approved-KPIs-for-Learning-on-the-Job-1024x576.png\" alt=\"C-Suite Approved KPIs for More Time to Learn at Work\" class=\"wp-image-42248\"\/><\/figure>\n\n\n\n<h3 class=\"wp-block-heading\">The KPIs of Learning on the Job<\/h3>\n\n\n\n<p><strong>Employee Retention<\/strong><\/p>\n\n\n\n<p>According to LinkedIn\u2019s <a href=\"https:\/\/learning.linkedin.com\/resources\/workplace-learning-report#\" target=\"_blank\" rel=\"noreferrer noopener\">2024 Workplace Learning Report<\/a>, companies that prioritize learning see a 27% boost in employee retention. Those with a <em>strong<\/em> commitment see a 57% boost.&nbsp;<\/p>\n\n\n\n<p>If learning increases retention by half, then it saves your company money. It saves you money because it costs <a href=\"https:\/\/joshbersin.com\/2019\/10\/build-vs-buy-the-days-of-hiring-scarce-technical-skills-are-over\/\" target=\"_blank\" rel=\"noreferrer noopener\">six times more<\/a> to replace someone than train them internally. Get a pulse on current employee retention rates, and start doing the math for the future of retention.<\/p>\n\n\n\n<p><strong>Changes in Employee Productivity<\/strong><\/p>\n\n\n\n<p>While engagement has been a staple L&D metric for years, the C-suite won\u2019t see a clear connection to their bottom line. So translate engagement into a metric they already know and love: productivity. A <a href=\"https:\/\/www.gallup.com\/workplace\/236297\/strengths-based-employee-development-business-results.aspx\" target=\"_blank\" rel=\"noreferrer noopener\">Gallup study<\/a> shows that companies with the highest engagement are 17% more productive\u2014and 21% more profitable\u2014than those with low engagement.<\/p>\n\n\n\n<p>Measuring productivity is unique to each role, and could look different depending on how your company tracks work. If you\u2019ve implemented <a href=\"https:\/\/www.whatmatters.com\/faqs\/rolling-out-okrs-objectives-and-key-results\" target=\"_blank\" rel=\"noreferrer noopener\">Objectives and Key Results (OKRs)<\/a> or <a href=\"https:\/\/www.scrum.org\/resources\/blog\/why-do-we-use-story-points-estimating\" target=\"_blank\" rel=\"noreferrer noopener\">Scrum story points<\/a>, you have built-in productivity metrics. Or you can focus on specific deliverables\u2014like completed projects or finished products. Whatever the metric, consider both the quantity and quality of work.<\/p>\n\n\n\n<p><strong>Business Impacts for Specific Roles<\/strong><\/p>\n\n\n\n<p>Business impact will vary by department. For customer service, it might be a boost in customer satisfaction or fewer escalations. For sales, there might be more deals closed. Find out which metrics executives want to see, and make sure you\u2019re designing learning experiences that drive them.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\">Buy-in from Employees<\/h2>\n\n\n\n<p>Business outcomes get executives on board, but what gets employees learning? Learning that answers the question: <a href=\"https:\/\/degreed.com\/experience\/blog\/motivational-learning-that-answers-whats-in-it-for-me\/\" target=\"_blank\" rel=\"noreferrer noopener\">\u201cWhat\u2019s in it for me?\u201d<\/a> If employees don\u2019t see the value of learning in your organization \u2014 or don\u2019t feel supported \u2014 you\u2019ll struggle to get them on board like a couch potato struggles to hit the track.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Showing the value of learning time<\/h3>\n\n\n\n<p>The top two reasons employees spend more time learning are to progress toward career goals and stay up-to-date in their field.&nbsp;<\/p>\n\n\n\n<figure class=\"wp-block-image size-large\"><a href=\"https:\/\/learning.linkedin.com\/resources\/workplace-learning-report#\"><img decoding=\"async\" src=\"https:\/\/explore.degreed.com\/wp-content\/uploads\/2025\/04\/LinkedIn-Learning-Top-Reasons-Employees-Spend-More-Time-Learning-Graphic-1024x576.png\" alt=\"LinkedIn Workplace Learning Report 2024 Top Reasons Employees Spend More Time Learning \" class=\"wp-image-42249\"\/><\/a><\/figure>\n\n\n\n<p><strong>Connect Career Paths, Skills, and Learning<\/strong><\/p>\n\n\n\n<p>Document and share clear career pathing so employees can see exactly what the possibilities are. Then document the skills they need to progress to each level\u2014and the learning activities that will get them there.<\/p>\n\n\n\n<p><strong>Communicate Relevance<\/strong><\/p>\n\n\n\n<p>Share how you see your company responding to industry advancements like AI and robotics\u2014and how their roles will change as a result. Emphasize the skills employees will need\u2014and that you\u2019re committed to helping them gain them.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Signaling Support<\/h3>\n\n\n\n<p>When I train for a race, the support of my friends, family, and trainer keeps me motivated to keep putting in the miles. Similarly, employees need regular reminders that the organization values learning. You can support company learning culture in several ways:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Nudges:<\/strong> emails and push notifications that remind employees to learn signal that the organization values learning time.<\/li>\n\n\n\n<li><strong>Microlearning: <\/strong>building easier-to-fit small lessons throughout the day empowers employees to dedicate the time to learn.<\/li>\n\n\n\n<li><strong>Coaching and mentoring programs: <\/strong>colleagues who dedicate time to an employee\u2019s growth show that coworkers also buy into learning.<\/li>\n\n\n\n<li><strong>Reflecting and sharing:<\/strong> setting aside time to reflect on training or experiences gives employees the time to solidify their learning.<\/li>\n\n\n\n<li><strong>Make it part of the conversation: <\/strong>managers who discuss learning in learning in everyday conversations signal leadership buy-in and support.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">Buy-in from Managers<\/h2>\n\n\n\n<p>Building support at the manager level begins at the C-suite and then trickles down to managers and employees. Executives can <a href=\"https:\/\/www.linkedin.com\/posts\/jim-farley_weareford-activity-7100161989296959488-xucL\/\" target=\"_blank\" rel=\"noreferrer noopener\">praise learning success<\/a>, hold managers accountable for learning successes, and push for investing in learning technology. And these are all signals to managers that they should climb aboard the learning train.<\/p>\n\n\n\n<p>But you can\u2019t stop at the boardroom. You have to show managers themselves how more learning time will earn them their <em>own<\/em> medals\u2014AKA, meet their team and department goals and land their bonuses. If you can do that, then you\u2019ve got allies.<\/p>\n\n\n\n<p>Often, your head of people is a great place to start because effective training solves so many HR challenges\u2014like less need to hire talent amid the current skills gap, employee retention and attracting high performers. But you can\u2019t stop at HR, either. You need all managers onboard, and for that you\u2019ll need to switch up your tactics.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">Speak Management<\/h3>\n\n\n\n<p>When you approach managers about the benefits of providing more learning time, tailor your message. How you do that depends on your company structure, but here\u2019s what managers will want to know:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Sales: <\/strong>How will more time to learn help employees hit their targets?<\/li>\n\n\n\n<li><strong>Customer support: <\/strong>How will it boost NPS, customer retention, resolution times, and conversation abandonment rates?<\/li>\n\n\n\n<li><strong>Marketing:<\/strong> How will it help employees keep up with new trends, channels, and technologies?<\/li>\n\n\n\n<li><strong>Production: <\/strong>How will it decrease waste, errors, quality issues, and production costs?<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">The ROI of More Time to Learn at Work<\/h2>\n\n\n\n<p>It\u2019s all too easy to get into a stalemate around learning. The old way of thinking pits learning against productivity goals, and it\u2019s the same mindset that views L&D as a cost center, not a value center. But if you reframe learning as <em>complementary<\/em> to productivity, you\u2019re well on your way to boosting learning time on the job. More importantly, you\u2019re helping your company view L&D as a business-critical initiative\u2014and that\u2019s the key to winning the skills race.<\/p>\n\n\n\n<p>Want to learn more ways to win learning and influence the C-suite? Download, &#8220;<a href=\"https:\/\/get.degreed.com\/roi-workbook\" target=\"_blank\" rel=\"noreferrer noopener\">A Workbook to Secure Stakeholder Buy-In<\/a>.&#8221; <\/p>\n\n\n\n<figure class=\"wp-block-image size-full\"><a href=\"https:\/\/get.degreed.com\/roi-workbook\" target=\"_blank\" rel=\"noreferrer noopener\"><img decoding=\"async\" src=\"https:\/\/explore.degreed.com\/wp-content\/uploads\/2025\/04\/How-to-Win-Learning_Blog-CTA-1.png\" alt=\"How to Win Learning and Influence the C-Suite Download Workbook Banner\" class=\"wp-image-42322\"\/><\/a><\/figure>\n","protected":false},"excerpt":{"rendered":"<p>How can L&#038;D professionals provide employees with more time to learn at work? Focus on reframing the concept and getting buy-in from all levels.<\/p>\n","protected":false},"author":79,"featured_media":62407,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"categories":[579,580],"tags":[548,562,551],"post_folder":[],"class_list":["post-62400","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-learning-development-strategy","category-workforce-business-impact","tag-employee-engagement","tag-learning-experience","tag-learning-strategy"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.2 (Yoast SEO v27.3) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Time to Learn at Work: Getting Buy-in is a Company Relay - Degreed<\/title>\n<meta name=\"description\" content=\"How can L&amp;D professionals provide employees with more time to learn at work? 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