What is the 70-20-10 learning model

The 70-20-10 learning model is a structured approach to learning and development in the workplace. According to this model, 70% of learning comes from on-the-job experiences, 20% from social interactions and feedback, and 10% from formal training and educational activities.

This model emphasizes the importance of experiential and social learning as critical components of employee development.

What are the main components of the 70 20 10 learning model?

70% on-the-job learning

This component refers to learning that happens through experience and practice. It involves on-the-job tasks, problem-solving, and tackling real-world challenges.

Examples of on-the-job learning include:

• Completing work-related tasks and projects
• Gaining hands-on experience
• Learning through trial and error
• Engaging in stretch assignments
• Reflecting on experiences and applying lessons learned to future tasks

Experiential learning is often self-directed and occurs in the flow of work. Employees do not have the pressure to digest too much information at once. Instead, they control what they learn, how they learn it, and the time spent learning it.

20% social learning

This component involves learning through interactions with others. It includes coaching, mentoring, networking, and collaborative work.

Examples of social learning include:

• Receiving feedback and guidance from managers and peers
• Participating in group discussions and team projects
• Learning through observation and imitation
• Engaging in communities of practice or professional networks

For example, a newly hired sales representative spends the first few weeks of their job shadowing their peers. This approach allows them to practice operating tools and learn how to manage customers. Eventually, the new employee can make sales calls independently because they’ve watched the process, learned from repeated errors, received effective feedback from their co-workers, and developed relevant skills.

10% formal training

This component consists of structured learning environments and formal educational activities. It involves traditional training methods such as courses, workshops, and certifications.

Examples include:

• Attending training sessions or seminars
• Enrolling in academic courses or online learning programs
• Completing e-learning modules or formal assessments
• Participating in webinars or professional development courses

These are all structured, goal-oriented events to address skill gaps, performance issues, or training needs to improve employee performance.

What are the objectives of implementing the 70 20 10 learning model?

Implementing the 70 20 10 learning model aims to optimize employee development and enhance organizational performance. The key objectives include:

Maximizing learning effectiveness

By leveraging experiential, social, and formal learning, the model aims to create a holistic learning experience that maximizes retention and practical application.

Promoting continuous learning and improvement

The model encourages ongoing learning and development rather than relying solely on periodic formal training. This helps employees continuously improve their skills and adapt to new challenges.

Enhancing employee engagement and motivation

Engaging employees in diverse learning activities, including real-world tasks and collaborative opportunities, can increase motivation and job satisfaction. Employees are more likely to feel invested in their development.

Facilitating knowledge transfer and collaboration

Social learning components, such as mentoring and peer interactions, facilitate the transfer of knowledge and best practices within the organization, fostering a culture of collaboration and shared learning.

Developing a skilled and adaptable workforce

By emphasizing experiential learning, employees gain practical skills and experience that make them more capable and adaptable in their roles. This leads to a more competent and flexible workforce.

Aligning learning with organizational goals

The model helps ensure that learning activities closely align with organizational objectives and job requirements. This alignment improves the relevance and impact of the training provided.

Improving talent retention and succession planning

A well-rounded development approach can improve employee retention by demonstrating the organization’s commitment to their growth. It also aids in identifying and preparing future leaders through continuous learning and development opportunities.

By integrating the 70-2010 learning model, organizations aim to foster a more dynamic and effective learning environment that supports both individual career growth and organizational success.

Complimentary resources:

• 70-20-10 Employee Development Plan Template
• How Freeletics Upskills Leaders and Saves Costs with Deel Engage (with a blended learning approach)
• Connecting Performance, Learning, and Career Development with Deel Engage

What are the limitations of the 70-20-10 model of learning?

Oversimplification

The model’s percentages can be interpreted as rigid guidelines rather than a flexible framework. The model also oversimplifies the learning process by suggesting that one can easily divide learning into three categories.

Many critics argue that although you can measure employees’ time in formal learning activities, calculating the informal and on-the-job processes isn’t straightforward.

Limited focus on formal education

While the model acknowledges the importance of formal education, it gives it a relatively small percentage (10%) of the overall learning process. This share may not accurately reflect the importance of formal education in some fields.

Formal education is critical to developing the foundational knowledge and skills necessary to work in fields such as engineering, medicine, or law. In these cases, the 10% of formal education may be lower than required to master the field’s core knowledge and skills.

Additionally, the 10% formal training share would not apply to industries that require employees to stay up-to-date with emerging technologies.

In these cases, a higher percentage of formal education may be necessary to keep up with rapid technological changes.

For example, a company specializing in developing artificial intelligence technology may need to invest heavily in formal education to ensure that employees are up-to-date with the latest developments in the field.

Lack of attention to individual differences

The model assumes that all learners have the exact learning needs and preferences, which may not be the case.

Individuals have different learning styles, preferences, and motivations that should be considered when designing a learning and development program.

This can be problematic for several reasons:

• Learning preferences: Different individuals have different learning preferences—some prefer visual aids, while others prefer auditory or kinesthetic learning styles. By not accounting for individual preferences, the model may not optimize the learning experience for all individuals
• Prior knowledge: Learners come to a learning experience with different prior knowledge and expertise levels—for some, 70% of learning through on-the-job experience may be appropriate; in contrast, others may need a larger share of formal education to build foundational knowledge before applying it on the job
• Motivation: Individuals have different incentives for learning—some may be highly motivated to learn new skills, while others may be less interested or motivated. The model does not account for differences in motivation, which may impact the effectiveness of the learning experience

Alternatives to the 70-20-10 model of learning

Experiential learning cycle

David Kolb created the experiential learning model in 1984. It refers to a cyclical process of action where people, in this case, employees, go through four stages of learning:

• Concrete experience: When they are involved in a new experience or topic being taught
• Reflective observation: They learn by watching others or developing observations and making comparisons with past experiences
• Abstract conceptualization: They develop new ideas and theories about the topic being taught
• Active experimentation: They make decisions and act on new ideas by experimenting

Action learning

Action learning is a model of learning that focuses on solving real-world problems through collaboration and reflection.

This model involves a small group of learners who work together to identify a problem, gather information, and develop and implement a solution. The group then reflects on the process, identifies lessons learned, and applies those lessons to future situations.

Action learning has several benefits, including:

• Practicality: Since the focus is on solving real-world problems, learners can immediately apply what they have learned in the workplace.
• Collaboration: Action learning emphasizes teamwork and cooperation, which can lead to a more diverse range of perspectives and ideas
• Reflection: The reflection process in action learning allows learners to evaluate what they have learned and identify areas for improvement
• Leadership development: Action learning can be particularly effective for developing leadership skills, as it allows learners to practice problem-solving, decision-making, and communication in a safe and supportive environment
• Transferability: The skills and knowledge gained through action learning can be transferred to other situations, making it a precious model for developing relevant skills for various contexts

How can managers support the 70-20-10 learning model?

Managers can support the 70-20-10 learning model by creating an environment that encourages continuous learning and development. They can:

• Provide challenging projects and assignments to facilitate experiential learning
• Foster a culture of feedback and collaboration by promoting peer learning, mentoring, and coaching
• Support formal training by identifying relevant courses and encouraging participation
• Regular check-ins and performance reviews can help track progress and provide guidance

Complimentary resources:

• 9 Learning and Development Trends to Future-Proof Your Workforce
• Employee Development Statistics You Need to Know

Boost workplace learning and performance with Deel Engage

At Deel, we provide all the tools to integrate trending learning and development strategies into your organization. Our offerings include:

• Employee training and development solutions that are designed to drive performance, not just measure it
• Employee growth plans to provide a clear path for career progression, helping employees understand the skills, spot a skills gap, and experiences needed to advance
• Feedback systems that are tailored to competencies, culture, and teamwork
• Deel HR, our truly global HRIS solution, is always included for free

By merging top HR practices with our innovative technology, Deel Engage empowers companies with the expertise and tools to enhance employee development.

Request a demo today to see how we can help you build a highly-performant, motivated workforce.