Is It Possible to Manage Informal Learning?

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What is informal learning?

Any learning that takes place outside a structured teaching environment is informal learning. Some examples:

• Conversations with coworkers• Getting help from an experienced colleague• Collaborative projects• Challenging assignments• Professional meetings• Self-directed learning (e.g. googling for answers)• Teaching others• Practicing new skills

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• At least 70% of what we learn at work is through experience.

• Only 10% comes from classes and videos.• Informal learning could become a powerful element of

employee development programs.

Most real learning is informal.

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Why informal learning is so powerful.

• People pursue knowledge they need immediately.

• They learn through application, not just listening, reading, or watching.

• They choose when and how to learn.

• They work with others, which increases focus and enjoyment of learning.

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But there are unique challenges to guiding, supporting and tracking the learning that happens in the workplace:

Hard to manage unstructured activities Hard to coordinate a variety of resources and activities Hard to provide support and coaching Hard to keep employees accountable

Informal learning is hard to manage.

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So how can we manage informal learning?• Set specific learning objectives for individual employees to

work on throughout the day.

• Help employees reach goals by providing support resources and matching up learners with mentors.

• Formalize standards to align learning with best practices.

• Track employee activities – or ask employees to record progress.

TIP: Don’t try to manage everything. Start with some key learning goals and build your program from there.

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Why add structure to informal learning?

A little structure keeps employees on track and supports progress while preserving the autonomy of informal learning.

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Give employees specific learning goals.• Training is all about changing behavior.

• As your employees learn informally, they’ll adopt new habits and processes.

• Specify a few habits or skills you want each to work on.

• Clarify standards and best practices in terms of behavior.

• Check in with them regularly to see how they’re doing.

Simply detailing the behaviors you want to

encourage and writing them down will focus employees'

efforts on the most important skills.

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Make good resources available.

As employees are learning, make sure they have useful references and support.

• Manuals• Charts• Websites• Wikis• Subject matter experts• Videos

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Track progress.

• Ask employees to track progress and share it with you.

• Check in regularly to ensure accountability.

• Address challenges if needed.

• Adjust goals and add resources if needed.

• Use online tools to make tracking and feedback easier.

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Recognize success.• Encourage learning efforts by recognizing progress.

• Reward the experienced employees who help others, as well.

• Include learning goals in performance reviews.• Demonstrate that learning is a

team priority.

• Encourage all employees to take control of their learning journeys.

Learn more about effective, low-cost, experience-based training strategies.

Pract.us