Informal learning in the workplace, yet another learning trend? Find out now why this method differs from other digital learning methods and what those responsible for continuing education should pay attention to when implementing it.
The most important information upfront: 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 demands from employees, and new opportunities for corporate training, this topic is becoming increasingly relevant for both managers and trainers. For you as a person in charge of continuing education, the approach can provide new impulses on how learning in the workplace can be implemented more efficiently or how the learning culture of your company can be adjusted accordingly.
Informal Learning: A Brief Definition to Start
Before we delve into the methodological peculiarities of informal learning, the term informal learning should be clear. Generally, informal learning is understood as learning outside of traditional educational institutions such as schools or universities. It primarily refers to further 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 from 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 loosely structured
Informal learning occurs in everyday (work) 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 for problem-solving or actions
Informal learning is integrated in a social context
Informal learning is primarily driven by your learners, but as a person responsible for continuing education, you can positively influence learning success – for example, by fostering a suitable learning culture.
Informal learning looks completely different in everyday work: Whether it's reading a professional journal, researching a concrete solution to an acute problem, attending a webinar, or completing a designated training course. It truly encompasses every learning process that takes place during work hours. But why is informal learning becoming a topic once again?
Why Informal Learning is Important
According to the current work report from the University of St. Gallen on "Informal Learning as a Leadership Task", the following six developments are crucial:
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 further education
Recognition of new demands through a changed learning culture
Introduction of new technologies to support informal learning
In light of these significant changes in the entire working world, you as a person responsible for continuing education should work together with managers to ensure an appropriate learning environment. After all, they are influential role models who should accompany 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: Managers and those responsible for further education decide for themselves the learning success of their employees. They are responsible for enabling informal learning, shaping the learning processes, and ensuring sustainable transfer successes in everyday work. They themselves become learning promoters, facilitators, and supporters.
To successfully adopt these roles, it is important to consider new starting points for informal learning:
The learning culture of your company serves as a basis so that you can focus on the individual during learning.
The environment is increasingly unstable and poorly predictable, so further education must also be flexible.
Learners become part of learning processes themselves, can contribute content, and independently manage the learning process.
Learner offerings should be based on demand and planned according to needs or subjectivity. Mandatory courses are now nearly outdated everywhere.
Trainers take a step back in their role and adopt a passive stance, accompanying the individual learning processes of 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, the individuals responsible for training should be relieved of their burdens by transitioning from an active instructor role to a learning facilitator role. The following tips can help you assume your role in the process of informal learning:
5 Practical Tips to Promote Informal Learning
Establish a foundation: Ensure a suitable learning environment
Set incentives: Communicate the benefits of Learning on the Job
Enhance exchange: Connect learners so that they can learn from each other
Encourage independence: Motivate learners to desire to learn on their own
Digital support: Use your online course as an additional support
We can conclude at this point that informal learning is an important component of modern work design and leads to changed tasks on both sides: Employees become more active in the learning process and those responsible for continuing education increasingly step back. To master this balancing act, digital support on both sides is sensible: Those responsible for training ensure that the relevant content is passed on, and employees receive answers to their questions during the learning process. You can see how such an online course can look in the free sample course provided in the Admin demo for blink.it. Have fun!
