Rahul Sahay on The importance of building a culture of continuous learning to stay ahead of the curve
At Virtusa, continuous learning isn’t an accessory—it’s a strategic imperative. Anchored by the proprietary EIQ framework, the company aligns individual capabilities with real-time business demands. Learning is engineered into the DNA of operations, measured through tangible ROI markers like deployment speed and workforce mobility. With GenAI integration and sponsored M.Tech degrees, the future-readiness of talent is no longer aspirational—it’s structured. Leadership models this mindset, backed by metrics and a culture of accountability. Blending structured academia with self-directed exploration, Virtusa designs learning that is inclusive, dynamic, and interwoven with the rhythm of work across every geography and generation.
In today’s fast-evolving world of technology, workforce dynamics, and global competition, building a culture of continuous learning is no longer optional—it’s essential for survival and sustained growth. Organizations that embed learning into the flow of work are better positioned to adapt to disruption, foster innovation, and retain top talent. As automation, AI, and industry shifts redefine roles across every sector, future readiness depends on cultivating agility at all levels—where upskilling and reskilling are natural, ongoing processes.
Continuous learning cultures empower individuals to evolve their capabilities, take ownership of their growth, and stay relevant amid changing expectations. They also strengthen organizational resilience by linking learning directly to business outcomes, such as productivity, customer satisfaction, and employee engagement. This mindset moves learning from a support function to a strategic driver of performance and transformation.
Looking ahead, the rise of GenAI, immersive technologies, and dynamic skills taxonomies will further accelerate personalized, real-time learning. Companies that invest in inclusive, flexible, and scalable learning ecosystems will not only lead the market—they’ll shape it. In short, fostering a culture of continuous learning is the single most powerful lever to stay ahead of the curve, drive innovation, and future-proof both people and business.
To highlight corporate strategies that exemplify this shift, Reet Verma, Editorial Director at People Manager, engaged in a detailed conversation with Rahul Sahay, Senior Vice President – HR Corporate at Virtusa Corporation. The feature outlines Virtusa’s approach to embedding continuous learning into the organizational DNA and positioning it as a strategic advantage.
Rahul Sahay brings over 25 years of expertise in human resources and talent management, and has played a pivotal role in advancing Virtusa’s learning and development agenda. Over his 12-year tenure, he has held various leadership roles including Head of Talent Management for India and Sri Lanka, and Global Head of Service Line HR. He is a recipient of multiple accolades, including the Pandemic Warrior Award (2021) and the Transformation Excellence Award (2023), and actively mentors emerging leaders—reinforcing Virtusa’s commitment to learning-led transformation.
Q. In an era of rapid disruption, how do you embed continuous learning into the DNA of an organization rather than treating it as a one-off initiative?
Ans.: At Virtusa, we view continuous learning as a strategic lever that is embedded into the core of how we operate, not as a parallel or one-off initiative.
Learning is structurally aligned with business and delivery goals, going well beyond the remit of talent development teams. We have developed internal systems that enable employees to map their current capabilities to both immediate project requirements and future roles. It ensures that learning remains relevant, applied, and impact driven. A key enabler is our proprietary Engineering IQ (EIQ) framework, which evaluates and maps individual skills in real-time delivery demands and emerging capability areas. This allows us to proactively identify skill gaps and deploy focused learning interventions that are directly applicable to project outcomes.
We also invest in long-term capability-building through strategic partnerships. For instance, employees can pursue fully sponsored M.Tech degrees in AI and Industrial Analytics through our academic tie-ups with BITS Pilani and IIT Madras. We actively support women professionals returning to the tech workforce after a career breakthrough structured opportunity. These include specialized training in full-stack development, cloud, and testing, combined with mentorship and hands-on project work—creating a guided, confidence-building path back into the industry.
Our Thrive Academy supports continuous, career-aligned learning through structured cohorts and self-directed journeys. It reflects how deeply integrated and effective our learning programs are, empowering employees to upskill at every stage of their careers.
These initiatives show how we embed continuous learning into everyday work and career progression. At Virtusa, we engineer learning into how we build teams, deliver value, and drive future-ready outcomes.
Q. What are the biggest cultural or structural barriers you’ve encountered when trying to foster a learning mindset across all levels of the workforce?
Ans.: One of the biggest challenges in fostering a learning mindset is shifting the perception of learning from a support function to a strategic driver. In high-pressure delivery environments, upskilling often takes a back seat during intense project cycles. We address this by learning initiatives to performance outcomes and business value, demonstrating how continuous development enhances project continuity, accelerates onboarding, and boosts internal fulfilment.
Another barrier lies in the tendency to approach learning with a checkbox mindset, focusing on certifications rather than practical application. We counter this by aligning learning programs with real client requirements and future-facing capabilities, ensuring that every learning experience translates into exceptional strength and internal career growth.
Finally, with a diverse workforce spanning multiple generations and regions, we navigate varying degrees of digital comfort and distinct learning preferences. To navigate this, we adopt inclusive, multigenerational learning strategies, offer flexible formats, and empower managers to champion learning within their teams. Cultural change takes time, but when learning is visibly linked to business results and modeled by leadership, the shift happens faster and more meaningful.
Q. How do you measure the ROI of learning programs when the outcomes like adaptability or innovation are often intangible?
Ans.: Measuring the ROI of learning programs goes beyond tracking completion rates or training hours, we focus on how learning translates into business outcomes. While qualities like adaptability and innovation may seem intangible at first, we assess their impact through proxy indicators, such as improved project continuity, faster deployment, increased internal mobility, and reduced reliance on external hiring.
We also look at how well teams respond to changing client needs or pivot during project shifts, which reflects the depth of their learning. Engagement levels, manager feedback, and employee confidence post-training offer further insight into how learning is enabling performance on the ground.
Ultimately, we believe the true ROI of learning lies in how it strengthens the organization’s ability to stay agile, build from within, and deliver consistent value, especially in a fast-grown digital landscape.
Q. With the rise of AI and automation, how are you rethinking learning strategies to future-proof your workforce?
Future readiness at Virtusa means equipping teams with both deep technical skills and adjacent capabilities that align with emerging demand. While GenAI and automation are certainly reshaping the learning landscape, our broader strategy is built on anticipating where client and industry needs are headed and preparing well in advance.
For instance, our Reskill and Relaunch program is tailored to help women professionals re-enter the tech workforce after a career break. With tracks in cloud, full-stack development, and testing, each infused with GenAI tools and hands-on project work, it reflects how we are integrating future-facing capabilities into foundational learning experiences.
At the same time, our Higher Education Program, in partnership with BITS Pilani and IIT Madras, enables employees to pursue M.Tech degrees in AI and Industrial Analytics. These fully sponsored, academically rigorous programs support deep specialization while strengthening Virtusa’s long-term capabilities in critical tech areas.
Our proprietary Engineering IQ (EIQ) framework further supports this strategy by identifying high-impact skill areas and prioritizing interventions based on real-time delivery needs. This helps us shift from reactive upskilling to proactive workforce shaping.
We also emphasize applied learning through sandbox environments, mentorship, and project-based assessments. By keeping learning embedded in business realities and tailored to individual growth paths, we make it relevant, sustained, and scalable across our global teams.
Q. What role does leadership play in modelling and reinforcing a culture of learning, and how do you hold them accountable?
Ans.: At Virtusa, leadership plays a vital role in shaping and sustaining a culture of learning. We believe that when leaders actively embrace learning for themselves and their teams, they set the standard for the entire organization. They’re expected to go beyond supporting upskilling by exemplifying a commitment to continuous growth in their professional journeys.
To embed this into our culture, we align learning goals with leadership performance metrics. These include measures such as internal skill fulfilment, team-level certification progress, and successful talent mobility. Beyond metrics, leaders also play hands-on roles, mentoring learners, and supporting team members navigating reskilling journeys.
We hold leaders accountable through a mix of outcome-driven KPIs and observable behaviours. It includes whether they carve out space for learning within delivery cycles or actively contribute to communities, like learning councils and technical guilds. By doing so, we ensure learning advocacy is authentic, consistent, and closely tied to overall team growth and business impact.
Q. How do you balance the need for formal learning programs with the growing demand for self-directed, just-in-time learning experiences?
Ans.: At Virtusa, we maintain a thoughtful balance between structured learning and on-demand, self-directed experiences. Formal programs such as those delivered through academic partnerships or tailored return-ship initiatives offer depth, credibility, and guided progression.
Alongside these, we empower employees to take charge of their learning through curated content libraries, virtual labs, and internal platforms that support real-time upskilling based on project needs. Our Thrive Academy reinforces this balance by offering modular learning paths, allowing individuals to progress at their own pace while aligning with their roles and career goals.
Q. In global organizations, how do you ensure that learning culture is inclusive and resonates across diverse geographies and generations?
Ans.: At Virtusa, we view inclusive learning not just as providing access but as crafting meaningful experiences that connect with individuals wherever they are in the world and at any point in their career journey. That starts with designing programs that are flexible by default, virtual first, easy to navigate, and adaptable to different time zones, work styles, and life situations.
We tailor learning journeys to meet individuals where they are. For early-career talent, we focus on building sound foundations. For more experienced professionals, we emphasize deep domain knowledge and next-gen tech skills. We listen closely to our teams through feedback loops, involve local leaders to ensure cultural relevance, and continuously strengthen content to reflect what learners need, not just what looks good on paper.
To bridge generational learning preferences, we offer a dynamic mix—ranging from bite-sized mobile content and gamified modules to immersive simulations, mentoring circles, and hands-on, real-world projects. This variety keeps learning fresh, inclusive, and actionable so that every employee, regardless of age, geography, or background, sees a clear growth path.
Q. How do you integrate learning into the flow of work without overwhelming employees already facing burnout and change fatigue?
Ans.: At Virtusa, we are mindful that employees are already managing high workloads and constant change. That’s why we make learning feel like a natural part of work not an extra task. We align learning with business goals and individual growth paths so that its relevant and adds value, rather than feeling like a burden.
We design our programs to deliver meaningful outcomes without demanding excessive time. Most involve short, focused sessions spread out over time, with access to bite-sized content and hands-on practice environments. This lets employees learn without disrupting their day-to-day work.
Manager support is also crucial. When leaders build learning into project planning, employees feel encouraged and supported. We have found that people engage the most when learning connects directly to their next project, promotion, or role change. When learning aligns with real-time needs, employees embrace it as a meaningful opportunity rather than treating it as a requirement.
Q. What emerging trends or technologies are you most excited about in shaping the future of workplace learning?
Ans.: The trend toward individualized, AI-powered learning experiences is among the most exciting changes. Development is now more relevant and efficient than ever thanks to adaptive learning platforms that customize content to each learner’s skill level, objectives, and preferred method of learning.
Additionally, generative AI is revolutionizing the production and consumption of content by enabling the creation of contextual learning materials in real time that facilitate just-in-time upskilling in the course of work. This has significant effects on accessibility, scalability, and speed.
Additionally, skills-based learning is becoming more popular than traditional role-based training. Businesses are spending money on dynamic skills taxonomies that assist in directly connecting education to future roles, career mobility, and business needs.
The emergence of immersive learning technologies, like AR and VR, is another significant trend that is making experiential.
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