Learning is the process of acquiring new knowledge and skills. Just like 2 + 2 and 1 + 3 equal the same 4, there is more than one way to learn. Actually, there are at least three types of learning:
Formal learning got the most attention throughout the years, especially in work situations. It overshadowed the other two types of learning, in particular informal learning. Why is that? Of course, there are lots of reasons, but one seems to stand out: formal business learning can be measured.
Points and figures are easy to do math with and therefore calculate ROI, but learning is somehow an organic process, that is different from one individual to another. It’s almost impossible to virtually create the ever more complex work environment with all the human variables, and even if this can be achieved, the numbers can hardly be considered valid. People learn a lot in informal settings, but this can hardly be measured.
Still, managers invest millions of dollars annually in training programs even though formal learning supports only 10 to 20% of the actual learning process. What happens in the other 80 to 90%?
Most of the learning at work happens through job-related experiences and daily contact with colleagues and management. Formal training programs are the stepping stone for enhanced productivity, preparing employees for what might happen, but real work situations are the true teacher.
Whenever employees stumble upon a challenge at work, they can search for online reference materials, learn from their more experienced peers, or seek help with their managers. In fact, the daily contact with colleagues and managers supports what we call social learning or informal and collaborative learning.
Even though this type of learning is hard to measure, its benefits and outcomes are obvious. Here are just three:
Employees may not get a certification for asking or answering work-related questions, but they will definitely better remember what they learned in these informal settings, along with their colleagues.
Businesses must still offer formal training to their employees, but at the same time they must support informal learning, as this type of learning happens organically all the time and it’s really efficient. By encouraging conversations, supporting the developments of small inside communities, or growing networks between employees from different departments, business organizations sustain informal and collaborative learning.