Success in Implementing Learning in the Flow of Work: Key Strategies and Best Practices
Interest in learning in the flow of work has been steadily increasing, particularly since Josh Bersin popularized the concept in 2018. This approach to learning is attractive to both learners and L&D professionals because it seamlessly integrates learning into the daily workflow, making it efficient and effective.
Learning in the flow of work allows employees to access information and resources when they need them, without disrupting their tasks. Imagine you are working on a project and encounter a problem that requires specific knowledge or skills. Instead of stopping work to attend a training session or consult a manual, you can quickly access the information you need through various channels such as online resources, interactive tools, or virtual assistance.
However, implementing learning in the flow of work comes with its challenges. One of the main obstacles is the perception that learning is an additional task that takes time away from core responsibilities. Employees often struggle to balance their daily workload with the need for continuous learning and development. According to SHRM’s 2022 Workplace Learning & Development Trends report, 25% of employees feel they lack the time needed to complete training.
To overcome these challenges and successfully integrate learning into the flow of work, organizations can follow three key recommendations:
1. Utilize Microlearning: Microlearning involves delivering small, bite-sized pieces of learning content that focus on specific learning objectives. This approach allows employees to access relevant information quickly and efficiently, making learning more personalized and customized. Research shows that 47% of L&D teams plan to implement a microlearning program in 2024.
2. Embed Learning in the Work: Make learning resources easily accessible to employees within their workflow. Anticipate when employees may need specific information or support and ensure it is readily available to them. By embedding learning in the work environment, employees can seamlessly access the knowledge they need to perform their tasks effectively.
3. Measure Usage: Monitor and track employees’ usage of learning resources to gain insights into what content is most valuable to them. By analyzing usage data, organizations can understand which resources are effective and relevant, allowing them to tailor their learning initiatives to meet employees’ needs more effectively.
To illustrate the potential of learning in the flow of work, consider the following examples:
– Implementing a software tool that tracks user interactions and provides real-time support based on employees’ actions.
– Developing a chatbot powered by AI technology that can answer employees’ questions about various work-related topics.
– Integrating speech recognition technology in a call center environment to provide instant support to employees during customer interactions.
These examples demonstrate how organizations can leverage technology to facilitate learning in the flow of work, ultimately enhancing employees’ performance and productivity. By focusing on the employee’s needs and integrating learning seamlessly into their daily tasks, organizations can create a culture of continuous learning and development.
In conclusion, learning in the flow of work offers a practical and effective approach to learning that aligns with employees’ natural workflow. By implementing key strategies such as microlearning, embedding learning in the work environment, and measuring usage, organizations can successfully integrate learning into employees’ daily routines and support their ongoing development. Download the L&D And Learner Experience 2024 Trends Report to explore further insights and discover how you can enhance your training program with the latest technologies and strategies.