Everything you need to know about workplace learning
In an ever-changing workplace, shaped by evolving technology and demanding customers, learning and upskilling are no longer optional. they are essential. Therefore, employees need to be able to adapt to changing job requirements in order to remain relevant and competitive. Today’s workplace learning is more than just on-the-job training. It has become more dynamic. Bite-sized learning modules, mobile-first lessons, and AI-based personalized learning have replaced traditional classroom-style training sessions, making learning more accessible and convenient for learners on the go.
But workplace learning isn’t just about convenience. It’s a strategic tool to increase productivity, close skills gaps, and accelerate your company’s growth. This article explores workplace learning, understands its importance in employee development, and uncovers effective strategies for creating a learning culture. Let’s get started.
What is workplace learning?
On-the-job learning helps employees improve their skills and gain new knowledge while on the job. This approach goes beyond traditional training sessions and focuses on enabling employees to develop new skills without interrupting their daily work or enrolling in formal development programs. Modern workplace learning often follows a 70-20-10 framework that describes how employees acquire skills. According to this model:
70% of what employees learn comes from on-the-job experience. For example, tackling complex tasks, finding solutions, and trying new methods help employees learn through hands-on experience. Another 20% of new knowledge comes from social learning, which employees learn by observing others, such as mentoring, feedback, coaching, and teamwork. The remaining 10% comes from formal education programs such as online courses, workshops, seminars, and structured training.
This combined learning approach provides employees with both practical and theoretical knowledge that they can use immediately. It also supports a culture of continuous learning and development, enabling both employees and employers to close skills gaps, increase engagement, and achieve lasting improvement.
Why learning at work is important
Learning on the job is important because jobs are always changing. When your employees stay up to date and improve their skills regularly, your business becomes more innovative and competitive. Let’s take a look at why this is becoming increasingly important.
Keep your workforce relevant
As technology changes, so do customer needs. On-the-job training helps employees learn new trends and tools. This training allows employees to adapt to new processes and better meet client expectations.
Increased engagement and retention
Our valued employees want to grow their careers and gain new skills. Employers show that they care about their employees’ future by offering training opportunities. This investment in development improves employee morale and reduces turnover.
Solving problems and increasing productivity
Skilled employees who think critically can try new methods and find creative solutions to challenges. This approach leads to process improvements and faster business growth.
Preparing the workforce for the future
Continuous learning helps employees build the skills they need for new roles and leadership positions. It will also allow you to respond to changes in the industry. When employees learn new soft skills, they perform better, make fewer mistakes, and work more effectively with others. Continuous learning in the workplace is no longer just about meeting requirements. This is essential to creating a strong workforce that can adapt, learn quickly, and take on future challenges.
What is the purpose of workplace learning?
Although it is primarily used for upskilling and reskilling, L&D teams also leverage workplace learning for onboarding and orientation, compliance and safety training, performance management, and leadership and career development.
Upskilling and reskilling
Upskilling involves teaching employees new skills to improve their performance in their current job, take on more responsibilities, and advance their career without changing employers. For example, marketing managers who learn how to use analytical tools can analyze and improve campaign results.
On the other hand, reskilling means that employees learn a completely new set of skills in order to move into a different role than their current one. For example, a digital marketing agent may have training in customer management. Companies use both upskilling and reskilling for professional development, closing skills gaps, retaining talented employees, and adapting to changing trends.
Onboarding and orientation
Learning programs help new employees understand their roles, responsibilities, and company culture. These structured lessons cover important policies, processes, and tools so your new hires can quickly become a contributing part of your team.
Compliance and safety training
Every industry has certain safety, legal, and ethical standards. Employers ensure that employees understand safety measures, data privacy policies, and anti-harassment regulations through workplace learning, especially compliance training. This helps avoid violations and promotes a safe working environment.
performance management
If there are skills gaps, employees may need targeted support to improve. Trainers use on-the-job learning to help teams improve productivity, customer service, and learn new tools. Align training with performance goals to assess employee quality and efficiency and identify areas for improvement.
leadership and career development
Learning at work fosters growth for employees and organizations. Companies promote career advancement through on-the-job learning by offering mentorship programs, problem-solving and decision-making workshops, and management training. These programs help prepare skilled employees for leadership roles and provide a steady supply of capable managers to lead your company to success.
Types of workplace learning
Workplace learning is generally categorized into two main types: formal and informal. Formal learning follows a clear structure, including workshops, classroom sessions, and online courses via a learning management system (LMS). Informal learning is more flexible and includes resources such as videos, podcasts, and articles that are tailored to your personal interests. Most companies use a combination of formal and informal learning to meet the varying needs of their employees. Other forms of workplace learning include:
team collaboration. Guidance. Apprenticeship system. Email newsletter. Volunteer activities. A chat tool to quickly share knowledge. Technology for sharing learning materials. Webinar. Educational systems that offer certification programs. e-learning portal.
The success of these learning methods depends on the skills you want your employees to develop. You need to create a clear strategy, provide easy access to the course, and offer rewards for successful completion. This approach helps achieve the main goals of workplace learning and build a skilled workforce.
Key benefits of on-the-job learning
Workplace learning helps both employees and organizations by increasing productivity. When employees acquire new skills and knowledge, they contribute to the growth of the company. The main benefits of on-the-job learning are:
Improving employee productivity
Continuous learning helps improve performance. With new skills and personalized feedback, you can complete tasks more confidently and efficiently, which leads to higher quality work.
Increased engagement and job satisfaction
Employees who feel valued and supported are more engaged in their work and more likely to stay with your company. Employers investing in workplace learning shows their teams that they value them and fosters loyalty and contribution.
limited skills gap
As trends and technology change, the skills gap is likely to widen. Workplace learning can help employees identify and address these gaps. Upskilling or reskilling allows employees to gain new knowledge and stay competitive.
Enhance team collaboration
Workplace learning fosters an environment where employees learn from each other. Team members help each other develop skills by sharing work-specific knowledge and experience. Open communication between team members also leads to new ideas and creative solutions for company growth.
How to build a culture of learning within your organization
A strong learning culture is now essential to success. Recent reports show that organizations with strong learning cultures have 30-50% higher employee engagement and retention rates than those without. So how do we build this culture?
Facilitate access to resources
Most employees want to learn on their own. We make it easy to discover online courses, short-term learning modules, and workshops so students can learn at their own pace.
Evaluate learner effort
Recognizing your employees’ hard work and learning efforts can motivate them to improve. Create a culture that recognizes and rewards people who engage in training, share knowledge with others, and apply new skills effectively.
Encourage independent learning
We provide an environment where employees can take the initiative to try new solutions and improve their skills through independent research. We provide ongoing feedback and support to help you grow.
Foster collaboration and mentorship
Mentorship programs and collaborative projects can help employees gain valuable insights. Knowledge sharing sessions create a space for learning to occur naturally between colleagues and mentors.
Align learning with company goals
Make sure your learning programs address important issues and help your employees grow their careers. This makes learning more relevant and encourages employees to apply what they learn on the job.
conclusion
Employees need motivation to keep learning. Some people want to advance their career, while others seek new knowledge. Whatever the reason, companies need to create programs that make learning a part of daily operations. This increases employee productivity and supports long-term growth.
