Traditional approaches to learning, such as formal training sessions or e-learning modules, have their merits, but they often lack the relevance and relatability needed to truly engage employees in today’s ever-evolving world of work. 

This is where the concept of learning in the flow of work comes into play.

Learning in the Flow of Work:

Josh Bersin – leading industry analyst and researcher, highlights the significance of learning in the flow of work. Rather than taking employees away from their daily responsibilities, learning should be integrated into their existing workflow. This approach ensures that learning is timely, practical, and directly applicable to their job roles.

Daniel Coyle, author of “The Culture Playbook,” emphasizes the power of deliberate practice and the importance of creating an environment where learning is relatable. Employees are more likely to engage in and retain information when they can connect it to their real-life colleagues, experiences and challenges. 

By providing relevant and relatable learning opportunities, organizations can facilitate deeper learning and upskilling.

The Benefits of Relevant and Relatable Learning:

  1. Enhanced Engagement: When learning is directly tied to employees’ work and addresses their specific challenges, it becomes inherently engaging. Employees are motivated to learn because they can see the immediate relevance and how it can help them excel in their roles, in real-time. This heightened engagement leads to improved knowledge retention and a more inspired and motivated workforce.

  2. Improved Performance: By integrating learning seamlessly into the flow of work, employees can apply their newly acquired knowledge and skills immediately within the specific context of their work. This leads to improved performance and greater employee satisfaction as they can immediately put their learning into practice and see the impact of their contributions.

  3. Accelerated Skill Acquisition: By integrating learning into the flow of work, employees have the opportunity to apply their newly acquired knowledge and skills immediately. This accelerates their skill development and helps them become more proficient in their roles (while accelerating the onboarding [or re-boarding] process).

  4. Continuous Learning Culture: Embedding learning into the fabric of everyday work fosters a culture of continuous learning – a community of “learn-it-alls” (not “know-it-alls”). Employees become more open to acquiring new knowledge and skills, seeking out opportunities for growth, collaboration, mentoring and development. By making learning a natural part of the work environment, organizations cultivate an employee-centric culture of continuous learning. Employees feel supported to seek out new knowledge, experiment with different approaches, and continuously improve their skills.

  5. Increased Agility and Innovation: Relevant and relatable learning enables employees to adapt to changing circumstances in real-time. They can acquire the necessary skills and knowledge to innovate, solve problems, and navigate new challenges effectively.

Meet the micro-learning solution that’s science-backed, easy to use and proven to maximize employee engagement and knowledge sharing for the way we work today.