Why is Boeing So Good at Corporate Learning?

Work-based training is widely regarded as being the best ticket to a successful business, with employers three times more likely to see improved efficiency, and five times more likely to report increased productivity. In order to capitalise on corporate learning, it’s essential to employ a good strategy, and Boeing has one of the most effective in the business. To understand why they excel so much, it’s important to go back to their key training objectives, their core. For them, corporate learning is defined as a cultural staple. Within this lies a need to go beyond traditional types of training, to reach a more diverse, technically rich learning style. More and more we are seeing them adopt practical application as opposed to theoretical learning, partnering with educational institutions to encourage an organic learning environment.

It’s personalised – Boeing, among other companies, is following the increasing demand for customised learning techniques. To assume all employees learn in the same way, or start on a level playing field is an outdated concept, and often leaves staff scared of training rather than excited for it. By bridging learning gaps between workers and making the feel like more valued, like individuals, Boeing are sparking their employee engagement. Personalising training steps away from the old corporate machine and into the modern world, and promises an element of choice and autonomy for their staff.

They take advantage of new platforms – Part of personalised learning is helped irrevocably by advances in technology, as it removes the time and money that would usually go into creating a comprehensive learning programme for every different person. Rather than being scared of technology, Boeing are embracing it. Technology is so ingrained into our lives now, that it is imperative to pair it with corporate learning. This way, learning becomes a key part of company culture. Endorsing platforms like e-Learning and tech competitions means they are up to date with the rapid shifts towards a digitised society, and can keep themselves ahead of the game.

They’re pragmatic – Companies are continuing to change, which means the need for pragmatic training is increasing in order to cope with this. It’s important that learning enables workers to think on their feet. If workers only have a bank of rigid information that doesn’t equip them to deal with a new problem, this can cause larger issues for the company. Boeing’s focus on continuous and “just-in-time” training ensures their workers are constantly refreshed, and armed to deal with anything. This also combats low memory retention rates, and embeds small bits of information into the everyday, rather than placing high pressure on singular or intensive training sessions.

Learning is social – Workplaces can be competitive, which can often prohibit the sharing of ideas, and slow growth. However, the social hub of a company is also the main part of its culture, which is an integral component of Boeing’s corporate learning, and a large reason as to why it works so well. By encouraging camaraderie, the more likely it is that people will brainstorm, share ideas and work together. This in turn produces a comfortable, more productive working environment, benefiting both staff and employers.