Creating a learning culture in the workplace is all about fostering an environment that empoweres people to pursue knowledge.
在工作场所创造一种学习文化，就是要培养一种环境，使人们能够追求知识。
This is important for individual evolution, but it’s also important for the growth of a company as a whole.
这对个人进化很重要，但对整个公司的成长也很重要。
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.
根据德勤(Deloitte)的数据，拥有持续学习文化的公司首先进入市场的可能性要高出46%，满足未来需求的准备也要高出58%。
Plus, they also have a 26 percent greater ability to deliver quality products and they experience 37 percent greater employee productivity.
此外，他们交付优质产品的能力提高了26%，员工工作效率提高了37%。
So if you want to foster a learning culture at your business, here are some good places to start.
因此，如果你想在你的企业中培养一种学习文化，这里有一些好的地方可以开始。
Teach your team how to give feedback.
教你的团队如何给予反馈。
For there to be a culture of learning, your employees need to learn how to effectively give and receive feedback.
为了有一种学习的文化，你的员工需要学习如何有效地给予和接收反馈。
Many managers and team members only give out positive feedback, because sometimes it's just easier to let things slide.
许多经理和团队成员只会给出积极的反馈，因为有时候让事情顺其自然会更容易。
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.
他们不敢给出负面的反馈，因为害怕会伤害别人的感情，会受到抵制，不喜欢，或者自己的权威受到质疑。但是，负面反馈是有力量的。
Employees need to be be made aware of their limitations to spark their curiosity and eagerness to learn and improve.
员工需要意识到自己的局限性，以激发他们的好奇心和学习和改进的渴望。
But importantly, negative feedback should be given in a constructive way.
但重要的是，负面反馈应该以建设性的方式给予。
According to The Journal of Health Specialties, constructive feedback needs to be:
根据“健康专业杂志”，建设性的反馈需要是：
Immediate
立即
Specific
特定
Non-judgmental
非判断性
Accurate
准确
Seen as “helpful”
被视为“有帮助”
Most importantly, constructive feedback needs to include concrete, suggested plans for improvement.
最重要的是，建设性的反馈需要包括具体的、建议的改进计划。
When your team can give and receive constructive feedback, they’ll be able to continuously learn from each other and improve their skills.
当你的团队能够给予和接收建设性的反馈时，他们将能够不断地相互学习，提高他们的技能。
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.
作为领导者，让球在建设性的反馈上滚动的一种方法是给经理和团队成员一个正式的结构来批评对方的工作，并举行会议，在会议中你可以展示理想的流程。
Related: 4 Key Ways to Create a Culture of Learning
相关：四种关键的方法来创造一种“文化”学习“的”四种主要方式“
Use peer-to-peer coaching.
使用对等指导。
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.
除了教你的团队给出建设性的反馈，你还可以使用点对点辅导在工作场所创造一种学习文化。
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.
您可以通过简单地将高级团队成员和初级团队成员配对在一起处理特定项目来促进对等指导。
Or, you can take peer-to-peer coaching to the next level by implementing a program similar to Google’s.
或者，你可以通过实施一个类似于Google的程序，将点对点培训提升到一个新的水平。
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”计划允许来自所有不同部门的员工在工作和课外主题(如管理、正念、设计思维，甚至跆拳道)上进行主导课程。
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.
有了这样的点对点辅导系统，您的员工可以通过选择要注册的课程来负责自己的学习。
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，班级的“老师”能够分享他们的知识和个人激情，同时培养他们的领导技能。
Provide online autonomous learning opportunities.
提供在线自主学习机会。
Rather than forcing your team members to attend an workshop or lesson, you should provide them with autonomous online learning opportunities.
与其强迫团队成员参加研讨会或课程，不如向他们提供自主在线学习的机会。
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