Informal learning in the workplace, yet another learning trend? Find out now why this method differs from other digital learning methods and what professional development managers should keep in mind during its implementation.
The most important piece of information first: Informal learning is not a completely new phenomenon and has been scientifically studied in pedagogy and psychology since the 1990s. Due to the increasing digitalization of the working world, changing employee demands, and new opportunities in corporate training, the topic is becoming increasingly relevant for both managers and trainers. For you as a professional development manager, this approach can provide new impulses on how learning in the workplace can be implemented even more efficiently or adapted to your company's learning culture.
Informal Learning: A Brief Definition to Start With
Before we delve into the methodological peculiarities of informal learning, the concept of informal learning should be clear. In general, informal learning is understood as learning outside of classical educational institutions such as school or university. It therefore primarily refers to continuing education in a professional context and is therefore also called Learning on the Job. According to the European Commission, informal learning takes place in everyday life, is often less structured, and rarely leads to certification, such as an academic degree. A scientific study by the University of Paderborn summarizes the central characteristics of informal learning as follows:
9 Characteristics of Informal Learning according to Decius
Informal learning is not institutionally organized
Informal learning is not very structured
Informal learning occurs in everyday (work) life
Informal learning is directed by the learners themselves
Informal learning is not pedagogically guided
Informal learning includes reflection and learning from experiences
Informal learning is a conscious process
Informal learning has the goal of solving a problem or taking action
Informal learning is integrated into a social context
Informal learning is therefore primarily guided by your learners, but as a professional development manager, you can positively influence learning success – e.g. with a suitable learning culture.
Informal learning looks completely different in everyday work life: whether it is reading a trade journal, researching a concrete solution to an acute problem, attending a webinar, or working through a specified training course. It really means any learning process that takes place during working hours. But why is informal learning suddenly a topic again?
Why Informal Learning is Important
According to the current working paper of the University of St. Gallen on the topic "Informal Learning as a Leadership Task", the following six developments are decisive:
Dynamization and digitalization of the working world
Relevance of informally acquired knowledge in the workplace
Dissatisfaction with traditional training measures
Changed willingness to invest in training and professional development
Recognition of new requirements through a changed learning culture
Introduction of new technologies to support informal learning
In line with these major changes in the entire working world, you as a professional development manager should work together with leaders to ensure an appropriate learning environment. After all, they are influential role models who should accompany and help shape the skill development of the entire team.
How Trainers Support Informal Learning
Several studies and the working paper of the University of St. Gallen confirm: managers and professional development managers decide on the learning success of their employees. They are responsible for making informal learning possible, shaping the learning processes, and ensuring long-term transfer success in everyday work life. In doing so, they themselves become learning promoters, learning enablers, and supporters.
For you to successfully adopt these roles, it is important to consider new starting points for informal learning:
Your company's learning culture serves as the foundation, allowing you to focus on the individual during learning.
The environment is becoming increasingly unstable and difficult to predict; professional development must therefore also be flexible.
Learners themselves become part of learning processes, can help determine their content, and also direct the learning process independently of one another.
Learning offers are aligned with needs and should be planned in a demand- or subject-oriented manner. Mandatory courses are now outdated almost everywhere.
Trainers step back in their role and adopt a passive stance, meaning they accompany the individual learning process of the employees.
Compared to "classical" learning methods or training measures, informal learning should be implemented dynamically so that individual needs can be taken into account. At the same time, professional development managers should be relieved by transitioning from an active course instructor role to a learning facilitator role.
The following tips can help you adopt your role in the informal learning process:
5 Practical Tips that Promote Informal Learning
Create a foundation: Ensure a suitable learning environment
Set incentives: Communicate the benefits of learning on the job
Strengthen exchange: Network learners so they can learn from each other
Promote independence: Motivate learners so that they want to learn themselves
Digital support: Use your online course as additional support
Conclusion
Informal learning turns everyday work life itself into a learning space and shifts part of the responsibility for the learning process from professional development managers to the employees.
This also changes the role of L&D: instead of fully prescribing every learning process, professional development managers create suitable framework conditions, promote exchange, and support employees in searching for solutions and new knowledge independently.
A suitable learning culture, sufficient freedom, and opportunities for networking form the foundation for this. Digital learning offers can additionally support informal learning by making relevant content and support accessible exactly when employees need them.
Frequently Asked Questions and Answers
What is informal learning?
Informal learning takes place outside of classical, institutionally organized educational offers and often arises directly in everyday work life. It is less structured, is predominantly directed by the learners themselves, and often serves to solve specific problems.
What are examples of informal learning in the workplace?
Informal learning can take place, for example, when exchanging ideas with colleagues, searching for a solution to an active problem, or independently engaging with professional information.
How can companies promote informal learning?
Companies can create a suitable learning environment, strengthen the exchange between employees, promote independent learning, and create sufficient opportunities for learning in everyday work life.
What role do professional development managers play in informal learning?
Professional development managers prescribe the learning process less rigidly and take on a stronger role as learning facilitators. They create suitable framework conditions, network employees, and support them in learning independently.
