Self-organized learning gives employees more responsibility for when, how, and with what focus they learn. Especially in corporate training, this offers great opportunities: learners can take their individual needs into account more closely and connect new knowledge directly with their daily work.
However, self-organized learning does not work automatically just because companies give their employees more freedom. Learners need the necessary skills, suitable framework conditions, and support. Therefore, companies should introduce their employees to this form of learning step by step.
What does self-organized learning mean?
With self-organized learning, learners take on more responsibility for shaping their own learning process. They address their learning needs, organize learning phases, and decide more independently within a given framework how to achieve their learning goals.
For companies, however, this does not mean transferring all responsibility to the employees. Learning & Development continues to create the framework, provides suitable learning opportunities, and ensures that employees receive support when they need it.
Introducing self-organized learning step by step
1. Creating understanding and orientation
In the first step, employees should understand why self-organized learning is being introduced and what opportunities it offers them. It should also be clear what responsibility they will take on themselves in the future and what support the company will continue to provide.
A central contact person for questions can provide security, especially in the initial phase. Learning content and materials should also be easily accessible and available in a central location where possible.
2. Building the necessary skills
Self-organized learning requires that employees are increasingly able to manage their own learning process. This includes, for example, identifying one's own learning needs, setting learning goals, organizing learning times, and assessing one's own progress.
The technical requirements must also be right: employees should be able to confidently use the digital learning offers provided and know where to find relevant content and support.
3. Creating time and space for learning
Self-responsible learning only works if employees actually get the opportunity to do so. Therefore, further training should not take place exclusively in addition to day-to-day business.
Fixed or consciously planned learning times can help establish regular learning, especially at the beginning. As experience grows, employees can take on more responsibility for organizing their own learning phases.
How companies can support self-organized learning
Self-organization does not mean leaving employees alone with their learning process: even experienced learners benefit from contact persons, feedback, and opportunities for exchange.
Particularly helpful are:
central and easily accessible learning opportunities, so that employees can quickly find the content they need
clear learning goals and orientation, without prescribing every single learning step
sufficient time for learning, so that further training is not permanently sidelined by day-to-day business
exchange with colleagues to share experiences and knowledge with one another
practical tasks with which new knowledge is applied directly in daily work
contact persons and feedback when learners need support
💡 The more confident employees become in shaping their own learning process, the more responsibility they can gradually take on.
Conclusion
Self-organized learning needs both: employees who take responsibility for their learning process, and companies that create suitable framework conditions for it.
Self-organized learning does not happen simply by companies giving their employees more freedom. Learners must first develop the skills to recognize their learning needs, organize learning times, and reflect on their own progress.
Companies can support this process by providing orientation, learning time, suitable learning opportunities, and contact persons. If employees are gradually guided towards more personal responsibility, self-organized learning can become an integral part of corporate training.
Frequently Asked Questions and Answers
What does self-organized learning mean?
In self-organized learning, employees take on more responsibility for shaping their learning process. They address their learning needs, organize learning phases, and decide more independently within a given framework how to achieve their learning goals.
What prerequisites do employees need for self-organized learning?
Employees should be able to identify their learning needs, set learning goals, organize learning times, and assess their own progress. For digital learning offers, they also need the appropriate technical skills.
How can companies promote self-organized learning?
Companies can provide suitable learning opportunities centrally, enable learning time, and ensure clear learning goals and orientation. Exchange with colleagues, practical tasks, feedback, and accessible contact persons additionally support employees.
Does self-organized learning require fixed learning times?
Particularly during the introduction, fixed or consciously planned learning times can be helpful. They prevent further training from being sidelined by day-to-day business. As experience grows, employees can organize their learning phases more independently.
