When do you learn the best? Through practice and solving real-life issues at your workplace. And where does that come from? Experience. Now, to close any loopholes in experience-based knowledge, organisations need to have a well-designed training program. But if you stick only to a rigid and structured training methodology, you are bound to face some roadblocks. There have been so many innovations in technology and business that structured, offline learning modules are fast becoming obsolete. Replacing traditional training is informal learning – which you may deliver via several channels – including digital platforms. Today, we will discuss how you can sustain informal learning even when working remotely.
How Can Informal Learning at Workplace be Sustained Even When Working Remotely
Self-Directed Informal Learning
To progress further in their career paths, employees cannot rely solely on experience. Value addition is a summation of relevant, targeted, and practical learnings after completing any project. Usually, your high-performing staff members tend to generate as many takeaways as possible from their tasks. And as explained by author Tom Gram, “Everyday Experience Is Not Enough. Experts continually challenge their current performance and seek feedback from their environment to stay in a more or less permanent learning state, mastering conversational skills but continuously raising their bar. This deliberate approach to learning from experience is what separates top performers from the norm.”
Therefore, in both formal and informal learning, employees require to take ownership of their development. Additionally, feedback is vital. Now, when you want to deploy feedback-based learning at a remote workplace, you can go for a platform like PlayAblo. The software has the element mentioned above and offers the scope to track your learners’ progress — all from a digital platform. Moreover, you should know that a comprehensive informal learning program cannot be only about annual development plans that specify particular work tasks and conference attendance. Informal learning must never be only for those prone to making the most of their employment experience.
As explained by Mike Sullivan, this is what he had to say about informal learning: “Our company is ambitious. For us to win, we need to juggle being a low-cost producer, a growth company and a great place to do great work. The low-cost producer aspect can often be the most challenging. For certain investments, we sometimes have an affordability challenge. While we clearly can’t afford poor performers, we also can’t afford heavy investment in formal training. As a result, we expect employees to be accountable for their own development and then provide customized support to make that happen.”
Kevin Munson, CLO at Sears, added: “To get the most from informal learning opportunities, employees need to look for and take advantage of those opportunities.”
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