Curiosity in the Workplace: The Not-So-Secret Weapon for Learning and Development
On the 13th of March 2017 in Portland, Maine, a group of dairy delivery drivers won a court case worth $5 million in unpaid overtime. The twist? The entire dispute hinged not on shocking evidence or witness drama, but on the absence of a single punctuation mark.
How could a single comma change the outcome of a multi-million-dollar legal battle? We’ll come back to that before the end of this article. But before you race ahead or accuse us of pulling your leg. The point we’re making is that letting your curiosity linger on an unanswered question is good for you. Research shows curiosity primes the brain for learning, boosts memory by up to 16% per cent. In the workplace, that translates into sharper decision-making, more engaged employees and even protection against costly mistakes.
Why Curiosity in the Workplace Matters
Curiosity is not about being a know-it-all, it’s about being willing to question, explore and challenge assumptions.
Better learning and innovation: Employees who are encouraged to rethink processes and goals are far more creative than those told to “stay the course.” Why, you may ask?
- It develops improved memory and focus: As previous statistics have shown.
- Stronger relationships: Psychologist Todd Kashdan’s work demonstrates that curious employees build deeper connections, report higher engagement and are more resilient to burnout.
For HR and L&D leaders, this makes curiosity one of the most valuable workplace skills to embed in organisational culture. It helps people spot red flags, fuels innovation and drives collaboration.
How to Embed Curiosity in Everyday Practice
What’s great about curiosity is that it can be cultivated and is usually fun to do so! Here are some practical ways HR and L&D managers can weave it into workplace culture:
- Start meetings with questions: Try “What seems unusual this week?” or “What are we noticing that others might miss?”
- Reward good questions, not just good answers: Publicly praise curiosity when it prevents mistakes or sparks a new idea.
- Encourage safe challenge: Normalise questioning processes, even when it feels obvious.
- Tell curiosity success stories: Share examples of where asking the right question saved time, money or reputation.
- Design training that invites exploration: Replace spoon-fed answers with activities that push employees to think critically and make connections. Our microlearning does a great job of providing a range of learning opportunities, for instance (shameless plug, we know)
- Model curiosity as a leader: Ask open-ended questions, admit when you do not know, and show you are willing to learn.
The Pay-Off of a Curious Culture
Back to our dairy drivers (as we promised). Their case centred on a line in Maine’s labour law that listed exemptions from overtime pay. Without a comma to separate the final items, the meaning was unclear. The drivers argued they were entitled to overtime, and the court agreed. One tiny punctuation mark was worth $5 million.
This event really puts into perspective the preventative power curiosity can have. A curious employee does not gloss over the details. They pause. They ask, “Does this seem right? Shouldn’t there be a comma here?” And that moment of questioning can protect organisations, unlock innovation, and save an awful lot of money.
Curiosity is not about being a know-it-all. It is about being a learn-it-all. And in today’s world of constant change, cultivating curiosity may be the smartest business decision you make. If you’re curious about implementing effective learning into your organisation, get in touch with us!
