What is learning in the flow of work?

Learning in the flow of work refers to the integration of learning and development activities seamlessly into the daily tasks and workflows of employees. It emphasizes providing learning opportunities at the point of need, allowing employees to acquire skills and knowledge without disrupting their work environment.

Josh Bersin introduced this learning approach in his Keynote Presentation for LinkedIn's 2018 Talent Connect. It leverages technology to deliver microlearning, performance support, and just-in-time resources directly within the tools and platforms employees already use.

How does learning in the flow of work happen?

In the flow of work learning is all about capturing an employee’s attention where it already lies, rather than trying to distract. If your employee prefers to communicate in a Slack channel, that’s where you should distribute your informal learning materials. Alternatively, if your employees engage well with interactive quizzes, create those resources to integrate into their workday. Here’s a list of flow work learning types you can use:

• Gamification
• Email drip campaigns
• In-app notifications
• Microsoft Teams or Slack nudges
• Pop-up microlearning content
• Integrated learning tools
• Multiple-choice quizzes
• Infographics
• Newsletters
• Social network threads

Depending on your organization's needs, L&D teams can use these learning types in isolation or as part of a blend. The key is to make the learning process as unobtrusive and convenient as possible for employees, who are more likely to engage in this way.

How does learning in the flow of work relate to microlearning?

Learning in the flow of work is closely related to microlearning, as both focus on delivering concise and relevant learning content. Microlearning involves short, focused learning experiences designed to meet specific learning objectives.

In the context of learning in the flow of work, microlearning is delivered directly within the employee’s workflow, making it easier to digest and apply. This approach aligns with the needs of modern learners who prefer quick, accessible, and actionable content.

What are the benefits of learning in the flow of work for employees and organizations?

Learning in the flow of work offers numerous benefits.

For employees:

1. It reduces the disruption caused by traditional training methods, allowing them to learn and apply new skills immediately
2. This approach enhances knowledge retention and job satisfaction as employees feel more supported in their roles

For organizations:

1. Learning in the flow of work leads to increased productivity and efficiency as employees spend less time away from their tasks
2. It fosters a culture of continuous learning and adaptability, which is crucial in today’s rapidly changing business environment

How does learning in the flow of work impact employee engagement?

Learning in the flow of work significantly enhances employee engagement because it aligns learning opportunities with employees’ immediate needs and job responsibilities. Employees who can access learning resources without leaving their workflow are more likely to feel valued and empowered. This approach helps to build a more engaged workforce, as employees perceive their development as a priority and see the direct application of new skills in their roles, leading to increased motivation and job satisfaction.

How does learning in the flow of work contribute to a culture of continuous learning?

Learning in the flow of work contributes to a culture of continuous learning by embedding learning opportunities into everyday activities, making it a natural part of the work environment. This approach encourages employees to take ownership of their development and seek learning opportunities as part of their routine. By providing easy access to learning resources and fostering an environment that values skill enhancement, organizations can cultivate a culture that prioritizes learning and innovation, driving long-term business success.

What is the impact of learning in the flow of work on career development?

Learning in the flow of work positively impacts career development by providing employees with ongoing opportunities to acquire new skills and knowledge relevant to their roles and career aspirations. This approach supports continuous professional growth, enabling employees to adapt to changing job requirements and advance in their careers.

Organizations can help employees build competencies that are critical for future career success by facilitating access to learning resources and encouraging skill development.

How can learning in the flow of work support remote work and global teams?

Learning in the flow of work is particularly beneficial for remote work and global teams. It allows for consistent and scalable training solutions that can be accessed from anywhere, ensuring that all employees, regardless of location, have equal opportunities for learning and development.

This approach helps bridge the gap between dispersed team members by providing standardized learning experiences and resources. Additionally, it supports asynchronous learning, which is vital for teams working across different time zones.

Complementary reading: How to Manage Time Zones in a Global Remote Team

What are some strategies to adopt learning in the flow of work in your company?

Follow these best practices to embed learning in the flow of work seamlessly in your training culture without missing a beat.

1. Ensure corporate knowledge systems are digestible

Learning in the flow of work will only be as effective as the technology supporting it. Make sure your corporate knowledge systems are accurate and easy to use.

Tip: Consider repurposing existing training materials into snackable chunks of learning and proactively gathering employee feedback about how they find your training tools.

2. Share online content internally

If you know your employees engage well in peer learning, sharing digital content internally across departments ensures everyone can access the same high-quality training.

3. Create a shared learning environment

Set up a communication channel (for example, Slack or similar) where employees can discuss their learning and raise thought-provoking questions.

Tip: Encourage employees to share insights and ideas, which can help create a learning culture within your company.

4. Know when to lean on formal training

Microlearning or any flow training program shouldn’t replace more structured learning. There will always be a time and place for this type of learning, such as when you need to learn an entire set of technical skills or transition from job to job.

For best results, use a blended approach such as the 70-20-10 model, that promotes the following distribution of learning initiatives:

• 70% of our training comes from on-the-job learning
• 20% comes through feedback delivered by peers and mentors
• 10% comes from traditional learning, also known as macro learning, such as attending a course

Complementary reading: How to Create a 70-20-10 Development Plan That Boosts Workplace Growth

Tip: Once learners have completed a formal course, switch the topic to their microlearning content to be frequently revisited and recalled as they commit the information to memory.

L&D and HR leaders can monitor your organization's (or specific department's) training scheduling and progress by following a training matrix. This gives an overview of all the training programs people are committed to across the company.

5. Devise a way to measure progress

Organizations can measure the effectiveness of learning in the flow of work through several key performance indicators (KPIs). These include:

1. Tracking improvements in employee performance metrics
2. Analyzing usage data of learning tools
3. Gathering feedback through surveys and assessments
4. Assess the impact on business outcomes such as productivity, quality of work, and customer satisfaction

By correlating these metrics with learning interventions, companies can gauge the return on investment (ROI) and make informed decisions about future learning strategies.

Read also: Key Performance Indicators Examples to Measure Success—This comprehensive guide covers 100+ KPI examples across various departments, such as sales, marketing, finance, customer support, and more, as well as department-agnostic KPIs that apply to all employees, such as productivity, quality of work, and team collaboration.

What is the role of managers in promoting learning in the flow of work?

Managers play a pivotal role in promoting learning in the flow of work. They are responsible for encouraging employees to engage with learning opportunities and integrating these activities into team workflows.

Managers should lead by example, demonstrating a commitment to continuous learning and supporting their teams in accessing and utilizing learning resources. They can also facilitate discussions around learning goals and provide feedback to help employees apply new skills effectively in their roles.

Read also: How to Develop Giving and Receiving Feedback Training for Managers

What are some challenges associated with implementing learning in the flow of work?

Implementing learning in the flow of work presents several challenges:

1. One major challenge is ensuring the integration of learning tools with existing workflows and systems
2. There is a need to balance the delivery of learning content without overwhelming employees or disrupting their tasks
3. Organizations must also ensure that the learning resources provided are relevant, up-to-date, and aligned with business goals
4. Fostering a culture that supports continuous learning and encouraging employees to take advantage of these opportunities can be challenging

How can organizations ensure the relevance of learning content in the flow of work?

To ensure the relevance of learning content, organizations should conduct regular needs assessments and gather feedback from employees to understand their learning requirements. Collaborating with subject matter experts to curate and update learning resources is crucial.

Additionally, leveraging analytics to track learning engagement and performance can provide insights into the content’s effectiveness and highlight areas for improvement. Personalizing learning experiences based on employee roles and career goals can also enhance relevance and engagement.

Complementary guide: How to Create Engaging Training Materials That Will Transform Your Workforce

What role does technology play in facilitating learning in the flow of work?

Technology is a crucial enabler of learning in the flow of work. It provides the platforms and tools necessary to deliver learning content directly at the point of need.

Learning management systems (LMS), collaboration tools, and integrated applications like Microsoft Teams, Slack, or Salesforce are instrumental in embedding learning into daily workflows.

Artificial intelligence and machine learning further enhance this process by personalizing learning experiences and recommending resources based on individual employee needs and preferences.

Read also: Discover the top AI-based learning platforms on the market—we analyze five platforms.

Deel Engage helped Freeletics incorporate learning in the flow of work for training leaders

Business leaders at Freeletics (a fitness app and AI coach) had long struggled to find time for regular leadership training and people development. And when they did find the time, business as usual quickly kicked back in following training, with knowledge lost shortly after.

Freeletics transformed its approach to L&D by creating a blended learning program developed by Deel Engage. Our team helped Freeletics choose three programs that complement each other and support knowledge retention and learner engagement:

• Microlearning - weekly chunks of relevant learning content
• Leadership onboarding - an in-depth program helping every new leader get up to speed on important processes, principles, and resources.
• People manager roundtable - peers share leadership challenges and best practices with like-minded business professionals in a structured group-based setting.

Learn more about how Freeletics’ leadership training program.

Build and run engaging training programs faster with Deel Engage

Deel Engage goes beyond traditional learning management systems by offering a highly capable AI assistant to help you create engaging courses faster and give your learners a more personalized learning experience.

Our AI-based platform is the perfect blend of speed, quality, and convenience, making it easy to:

1. Launch sophisticated training programs
2. Bridge knowledge gaps and optimize performance management
3. Track learner engagement and knowledge acquisition
4. Deliver career development paths and personalized learning recommendations
5. Ensure that the vital people policies of training, feedback, and growth run in sync and not as silos

The AI assistant will also help you:

• Populate a competency library with all relevant competencies for your organization
• Define career progression paths for all roles, teams, and departments in your organization

Last but not least, Deel HR, our truly global HRIS solution, is always included for free. Book a free demo to help your team grow.