Creating a learning culture in the workplace is all about fostering an environment that empoweres people to pursue knowledge.
在工作場所創造一種學習文化，就是要培養一種環境，使人們能夠追求知識。
This is important for individual evolution, but it’s also important for the growth of a company as a whole.
這對個人進化很重要，但對整個公司的成長也很重要。
According to Deloitte, companies with continuous learning cultures are 46 percent more likely to be first to market and 58 percent more prepared to meet future demand.
根據德勤(Deloitte)的數據，擁有持續學習文化的公司首先進入市場的可能性要高出46%，滿足未來需求的準備也要高出58%。
Plus, they also have a 26 percent greater ability to deliver quality products and they experience 37 percent greater employee productivity.
此外，他們交付優質產品的能力提高了26%，員工工作效率提高了37%。
So if you want to foster a learning culture at your business, here are some good places to start.
因此，如果你想在你的企業中培養一種學習文化，這裡有一些好的地方可以開始。
Teach your team how to give feedback.
教你的團隊如何給予反饋。
For there to be a culture of learning, your employees need to learn how to effectively give and receive feedback.
為了有一種學習的文化，你的員工需要學習如何有效地給予和接收反饋。
Many managers and team members only give out positive feedback, because sometimes it's just easier to let things slide.
許多經理和團隊成員只會給出積極的反饋，因為有時候讓事情順其自然會更容易。
They're afraid to give negative feedback for fear of hurting someone’s feelings, getting pushback, being disliked or having their own authority questioned. But, there’s power in negative feedback.
他們不敢給出負面的反饋，因為害怕會傷害別人的感情，會受到抵制，不喜歡，或者自己的權威受到質疑。但是，負面反饋是有力量的。
Employees need to be be made aware of their limitations to spark their curiosity and eagerness to learn and improve.
員工需要意識到自己的侷限性，以激發他們的好奇心和學習和改進的渴望。
But importantly, negative feedback should be given in a constructive way.
但重要的是，負面反饋應該以建設性的方式給予。
According to The Journal of Health Specialties, constructive feedback needs to be:
根據“健康專業雜誌”，建設性的反饋需要是：
Immediate
立即
Specific
特定
Non-judgmental
非判斷性
Accurate
準確
Seen as “helpful”
被視為“有幫助”
Most importantly, constructive feedback needs to include concrete, suggested plans for improvement.
最重要的是，建設性的反饋需要包括具體的、建議的改進計劃。
When your team can give and receive constructive feedback, they’ll be able to continuously learn from each other and improve their skills.
當你的團隊能夠給予和接收建設性的反饋時，他們將能夠不斷地相互學習，提高他們的技能。
As a leader, one way to get the ball rolling on constructive feedback is to give managers and team members a formal structure for critiquing each other's work, and have meetings in which you demonstrate the ideal process.
作為領導者，讓球在建設性的反饋上滾動的一種方法是給經理和團隊成員一個正式的結構來批評對方的工作，並舉行會議，在會議中你可以展示理想的流程。
Related: 4 Key Ways to Create a Culture of Learning
相關：四種關鍵的方法來創造一種“文化”學習“的”四種主要方式“
Use peer-to-peer coaching.
使用對等指導。
Along with teaching your team to give constructive feedback, you can also use peer-to-peer coaching to create a learning culture in the workplace.
除了教你的團隊給出建設性的反饋，你還可以使用點對點輔導在工作場所創造一種學習文化。
You can facilitate peer-to-peer coaching by simply pairing up a senior team member and a junior team member to work on a particular project together.
您可以通過簡單地將高級團隊成員和初級團隊成員配對在一起處理特定項目來促進對等指導。
Or, you can take peer-to-peer coaching to the next level by implementing a program similar to Google’s.
或者，你可以通過實施一個類似於Google的程序，將點對點培訓提升到一個新的水平。
The “Googler to Googler” program allows for employees from all different departments to lead classes on work and extracurricular topics such as management, mindfulness, design thinking and even kickboxing.
“Googler to Googler”計劃允許來自所有不同部門的員工在工作和課外主題(如管理、正念、設計思維，甚至跆拳道)上進行主導課程。
With a peer-to-peer coaching system like this, your employees are able to take charge of their own learning by choosing what classes to sign up for.
有了這樣的點對點輔導系統，您的員工可以通過選擇要註冊的課程來負責自己的學習。
Plus, the “teachers” of the classes are able to share their knowledge and personal passions, and build their leadership skills at the same time.
此外，班級的“老師”能夠分享他們的知識和個人激情，同時培養他們的領導技能。
Provide online autonomous learning opportunities.
提供在線自主學習機會。
Rather than forcing your team members to attend an workshop or lesson, you should provide them with autonomous online learning opportunities.
與其強迫團隊成員參加研討會或課程，不如向他們提供自主在線學習的機會。
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