At Rasa, learning isn’t just a nice-to-have — it’s a core part of how we work, grow, and build a better company together. We know that developing ourselves might get lost in the day-to-day tasks and pressing deadlines and that’s why we made a plan to be intentional on how to support people’s growth at every level of the organization.

Here’s how we do it: Every team member receives an annual $1,000 personal development budget and six education days to use however they choose. They could attend a conference, dive deep into a new skill with an online course, or join a workshop that sparks their curiosity.

It’s your growth, your way. Rasa is here to support you.

We listen closely to what skills our team wants to develop through engagement surveys. We ask them:

• Is your manager supporting your growth?
• What type of workshop would you like to have?

Based on this feedback, our People Team coordinates expert-led workshops on topics like public speaking, decision-making, and time management. All our participants globally get together on those sessions led by experts in their fields (or even Rasa stars on the topic) to learn, share and find new ways to add value to the team and their work.

In 2024, our colleague Kara Hartnett, Senior Content Lead, hosted a dynamic workshop on technical writing. Team members from across Rasa came together to sharpen how we write — from documentation and blog posts to social media and internal content. The session was hands-on and collaborative, filled with practical tips and meaningful discussions. It gave people the tools and confidence to write with more clarity, purpose, and consistency. Since then, we’ve seen stronger storytelling, more aligned messaging, and better collaboration around how we communicate internally and externally.

We also offer company-wide workshops, fully funded by Rasa, designed to address common challenges identified through our employee surveys. The sessions are especially valuable for our remote teams, helping everyone stay connected and supported no matter where they work.

In our 2024 feedback, teams highlighted they would like to have more training around DEI. It is one of our core values to create inclusive, diverse teams with integrity. With that in mind, our People and Talent team invited all new and old employees for regular DEI (Diversity, Equity, and Inclusion) training sessions. Those are not just to review policies, but to reflect, learn, and grow together. Our employees are invited to explore real-world scenarios, challenge assumptions, and deepen their understanding of one another.

Rasa supports its managers through a mix of internal workshops and collaborations with trusted external coaches and providers. These learning spaces are designed to strengthen leadership skills and create room for personal and professional growth. Managers explore ways to lead with empathy and a focus on team empowerment.

In a recent session led by Canopy, our managers worked on connecting performance modules directly to Rasa’s mission and vision. It was a chance to deepen their understanding of how leadership practices can carry our purpose forward in everyday decisions and interactions.

Canopy gave me a focused learning path to build my skills as a manager, helping me to dig into topics I might otherwise not have spent much time on. By using Canopy, I have become a more well-rounded manager in a shorter space of time.
Paul Vallis, Engineering Manager

Shared Learning, Shared Success

What I love most is how naturally learning shows up here. At Rasa, we’re always looking for ways to make learning easier and more accessible. That’s why we’re actively exploring the best learning platforms, flexible tools that fit into busy schedules and support growth at an individual pace. We also use Lattice to help team members identify and track their personal growth areas, making development goals more actionable and visible.

5 ways Lattice is used for Learning & Development (L&D) at Rasa

1. Setting Growth Areas: We help team members set clear growth areas to focus their development efforts.
2. Career Pathing: Clear visibility into role expectations and progression, helping employees map their growth journey.
3. 1:1 Meetings: Regular 1:1s keep growth conversations ongoing and meaningful.
4. Performance Reviews: Structured to highlight development opportunities and recognize growth, helping turn feedback into real learning moments.
5. Feedback & Praise: Continuous feedback and recognition from peers and managers encourage a culture where learning happens every day.

But tools are just part of the story. The most meaningful learning happens when people come together to share ideas, experiences, and resources. To support this, we’ve created dedicated spaces where team members can connect and learn from one another. Whether through active Slack channels buzzing with tips and recommendations, a weekly team meeting, or a centralized library of learning materials, these spaces make it easy to discover new skills and insights.

L&D at Rasa is a powerful complement to my experience at Rasa. With a solid foundation in engagement topics, I appreciate the chance to deepen my understanding, especially around how benefits work across different Rasa entities. Partnering with my manager, I identified key growth areas that aligned with my goals, which made it easier to focus my personal development budget and education days. What I value most is how intentional and supported the process feels.
Ana Gligoric, People Operations Manager

Learning at Rasa is a shared journey. We encourage asking questions, swapping advice, and supporting each other’s growth every day. By making knowledge sharing part of our culture, we build a community where everyone can develop, contribute, and thrive.

We’ll dive deeper into how career development works at Rasa in our next Life at Rasa blog post. Stay tuned!

Here, growth isn’t just encouraged — it’s expected. Ready to grow with us? Check out our careers page to see our current openings.