Some thoughts on “Learning in the flow of work”

When we design corporate training, we must remember that our learners are first and foremost employees. And what characterizes today’s employees? Among other things, that they have very little time for training.

A 2015 study by Deloitte, conducted by HR and L&D industry leader Josh Bersin found that the average employee has less than 25 minutes per week for training, or about 1% of the work week. Similarly, LinkedIn 2018 Workplace Learning Report concludes that the limited time   employees have for training is the biggest training challenge managers face.

So how can training be adapted?

Instead of interrupting an employee’s workday or workweek with periods of training, consider embedding learning into work. That way, training doesn’t interfere with work time.

This whole idea is what Josh Bersin has called “learning in the flow of work” and what he sees as the new paradigm for corporate training.

This form of learning is inspired by the way workers behave when faced with a challenge: They look for the information that will enable them to solve it. Hello Google and YouTube! Except that learning in the flow of work is much more effective than a Google search: it’s high-quality training tailored to our needs, at our fingertips, and available when we need it.

Some Examples

Microlearning may seem ideal to support learning in the flow of work. You need to use a new piece of software to complete a task? It’s easy! Just before using it, watch a 3-minute video on the main features of the software.

Whether it’s in micro or macro format, the learning content needs to be easily accessible first and foremost. It can be found with a keyword search, or better yet, it can be accessed through the platform the team primarily uses: no window switching required.

Some don’t just provide the training, they also create learning opportunities in the workplace. For example, if employees use non-electronic devices, checklists can be posted at various workstations. We can also place QR codes on the devices that, when scanned with a phone, provide access to relevant mobile training.

However, training modules aren’t the only option. Why not support learning in the flow of work by creating a space for coaching or collaborative learning? For instance, if I’m facing a difficult decision at work, I can consult my colleagues or other professionals on a collaborative platform and benefit from their experience and advice.

We can even imagine having a chatbot or a virtual assistant to advise us on complex issues. Augmented reality could also be used by surgeons to help them navigate through a patient’s body.

A Variety of Definitions

In each of the above situations, training disrupts workflow to varying degrees. There are varying opinions among experts as to what is and is not considered “learning in the flow of work”, depending on the degree of disruption to the flow of work. For example, if I have to take a training module that is related to a task I was about to complete, have I interrupted my workflow enough to say that I am not learning “in the flow of work”?

Some definitions are more restrictive than others. Training expert Bob Moscher is among those who take a narrower view.  For Mosher, there is a difference between learning that is available in the workflow and learning during the workflow. Once we cognitively leave the workflow, we are no longer learning while working. For others, like Andy Lancaster, it is sufficient that learning is available while we are working, in the work environment, for it to fall under the concept of “learning in the flow of work.”

What are the benefits of learning in the flow of work?

Learning on your own schedule saves time, of course, but the benefits don’t stop there.

First, what is learned is better retained.  Because employees learn when they need to, they apply their new skills immediately, reducing the likelihood of forgetting.

Employees are also much more motivated to learn because the learning happens when they actually need to learn it to get on with their work tasks. With traditional training, employees can be demotivated because they don’t see the need to change their habits.

What are the challenges for instructional designers?

Learning in the workflow requires designers to have an intimate knowledge of employees’ daily lives to ensure they are provided with relevant learning opportunities at the right time and place. Fortunately, today, this knowledge can be enhanced through technology.

It’s also important to remember that learning in the flow of work can’t cover all training needs. The challenge for designers is to know when and how to integrate it so that it serves its purpose, which is to increase employee productivity, performance and motivation!

Once you accept these challenges, you can realistically aspire to improve corporate learning through “learning in the flow of work.”