Everyone wants a culture of learning. But 91% of organizations are struggling to build one.
Why?
You might not want to hear this (or maybe, deep down, you already know), but it’s because your learning experience is the workplace equivalent of watching paint dry.
Here’s the cold, hard data: 22% of organizations admit that low learner engagement and poor user experience are sinking their efforts. Another 10% point to employee dissatisfaction and disengagement as the culture killer.
Translation: When learning feels like digital detention—clunky, irrelevant, or completely disconnected from real work—people mentally check out. And if employees actively avoid learning, you’re not fostering a culture. You’re breeding resentment.
Reality check
You can’t will a culture of learning into existence, but you can build it. That means making development feel worth it—something people choose to come back to because it’s valuable and easy to engage with (and doesn’t make them want to fake a wi-fi outage—or worse).
How the 9% do it
Take Definity. They cracked the code by focusing on one thing: Making learning feel less like work and more like growth. Instead of forcing people through soul-crushing compliance training, they redesigned the entire experience around what employees actually wanted to learn. The result? 65% of their workforce now learns regularly—not because they have to, but because they want to.
Their secret? Ruthlessly prioritizing user experience and relevance.
The bottom line
You can’t build a culture of learning if the learning experience feels more like a punishment than professional development.
Stop wondering why people don’t engage with learning. Start asking what would make them want to. (That’s how the 9% do it.) It’s not rocket science. It’s learning science. (And you’re a pro at that!)
