Informal learning in the workplace, yet another learning trend? Find out now why this method differs from other digital learning methods and what training managers should pay attention to when implementing it.
The most important information upfront: Informal learning is not a completely new phenomenon and has been scientifically researched in pedagogy and psychology since the 1990s. Due to the increasing digitization of the workplace, changing expectations from employees, and new opportunities for corporate training, the topic is becoming increasingly relevant for both leaders and trainers. For you as a training manager, the approach can provide new impulses on how learning at work can be implemented even more efficiently or how to adapt the learning culture of your company accordingly.
Informal Learning: A Brief Definition to Start
Before we go into the methodological specifics of informal learning, the term informal learning should be clearly defined. Generally, informal learning is understood as learning outside traditional educational institutions like schools or universities. It primarily refers to training 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 less structured
Informal learning occurs in (work) everyday life
Informal learning is self-directed by the learners
Informal learning is not pedagogically guided
Informal learning includes reflection and learning from experiences
Informal learning is a conscious process
Informal learning aims at problem-solving or action
Informal learning is integrated into a social context
Informal learning is thus primarily driven by your learners; however, you as a training manager can positively influence learning outcomes – for example, with a suitable learning culture.
You can also learn how to contribute to improving the learning culture in the company in our free guide "Learning Culture in Companies":
Informal learning looks completely different in the daily work context: Whether it’s reading a professional magazine, researching a specific solution to an acute problem, attending a webinar, or completing a specified training course. It truly refers to every learning process that takes place during working hours. But why is informal learning a topic again?
This is why informal learning is important
According to the current work report from the University of St. Gallen on the topic "Informal Learning as a Leadership Task", the following six developments are crucial:
Dynamization and digitization of the working world
Relevance of informally acquired knowledge in the workplace
Dissatisfaction with traditional training measures
Changed willingness to invest in training and further education
Recognition of new requirements through a changed learning culture
Introduction of new technologies to support informal learning
In light of these significant changes across the entire world of work, you as a training manager should work together with leaders to ensure an appropriate learning environment. After all, these influential role models should support and shape the competency development of the entire team.
How Trainers Support Informal Learning
Some studies and the work report from the University of St. Gallen confirm: Leaders and training managers directly influence the learning success of their employees. They are responsible for enabling informal learning, designing the learning processes, and ensuring sustainable transfer success in daily work life. In this way, they become learning promoters, facilitators, and supporters.
To successfully take on these roles, it is essential to consider new starting points for informal learning:
Your company's learning culture serves as a foundation so that you can focus on the individual during the learning process.
The environment is increasingly unstable and difficult to calculate; training must also be flexible accordingly.
Learned individuals become part of learning processes themselves, can co-determine the content, and also independently steer the learning process.
Learning offerings should be tailored to needs and planned to be demand- or subject-oriented. Mandatory courses are now almost everywhere outdated.
Trainers step back in their role and adopt a passive stance; they thus accompany the individual learning process of employees.
In comparison to "classical" learning methods or training measures, informal learning should be implemented dynamically so that individual needs can be taken into consideration. At the same time, training managers should be relieved by transitioning from an active course leader role to a learning facilitator role. The following tips can help you assume this role in the process of informal learning:
5 Practical Tips for Promoting Informal Learning
Establish a Foundation: Ensure a suitable learning environment
Set Incentives: Communicate the advantages of Learning on the Job
Strengthen Exchange: Network learners so they can learn from each other
Encourage Independence: Motivate learners to want to learn independently
Digital Support: Use your online course as additional support
It can be concluded at this point that informal learning is an essential part of modern work design and leads to changed responsibilities on both sides: Employees become more active in the learning process, and training managers take a step back. To master this balancing act, digital support makes sense on both sides: Training managers ensure that relevant content is communicated, and employees receive answers to their questions during the learning process. You can see how such an online course can look in the free example course as part of the Admin Demo for blink.it. Have fun!
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