Learning, Growth & Development at Work- 7 Practical Things You Can Do Right Now
- Katharina Mustad
- 3 days ago
- 2 min read
Employees want to grow. Organizations want people who develop. But most companies overcomplicate development with long processes, complex frameworks, and annual plans that no one reads. Here are 7 practical things you can start doing today—easy actions that build real learning habits, strengthen capability, and improve performance over time.
1. Turn daily work into micro-learning moments
Small adjustments → big impact.
Do right now:
Ask one question in your next meeting: “What’s one thing we learned from this?”
Make mistakes a source of insights, not blame.
Encourage short, on-the-spot reflections after tasks.
Why it works: Growth comes from regular reflection, not rare training days.
2. Set one meaningful development focus per employee
Skip the long lists-prioritize one thing that matters.
Do right now:
Ask employees: “If you could get better at one thing this quarter, what would make the biggest difference?”
Agree on a simple plan: what to practice, where, and how often.
Why it works: People actually follow small, focused development goals.
3. Make learning visible and shared
If it stays in someone’s head, the team doesn’t grow.
Do right now:
Create a rotating “5-minute learning share” in team meetings.
Encourage colleagues to bring 1 slide, 1 tip, or 1 example.
Celebrate small wins, not big certificates.
Why it works: Teams improve faster when knowledge is exchanged, not stored.
4. Use stretch tasks instead of courses
Real growth happens through real work.
Do right now:
Identify one task slightly outside someone’s comfort zone.
Pair the employee with a buddy or mentor.
Set a clear timeline and check-in.
Why it works: Stretch assignments are the #1 driver of professional growth—and they're free.
5. Build development into existing routines
No extra time needed.
Do right now:
Add one development question to existing 1:1s (e.g., “What skill would help you do this better?”).
Turn everyday tasks into practice opportunities.
Replace “update meetings” with “learning-oriented discussions.”
Why it works: When learning fits the workday, people actually do it.
6. Leverage low-cost digital learning—short and relevant
Forget 5-hour courses. Pick what people can use tomorrow.
Do right now:
Share 10-minute videos, micro-courses, or LinkedIn Learning playlists.
Encourage employees to pick content that solves a real problem they have today.
Ask them to share one takeaway afterwards.
Why it works: Short, targeted learning improves retention and immediate application.
7. Encourage employees to drive their own development
Ownership beats obligation.
Do right now:
Ask: “What do you want your next role or step to look like?”
Invite employees to propose actions, not wait for you to assign them.
Support self-driven learning time (even 1 hour/week helps).
Why it works: People who own their development grow faster and stay longer.
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