Informal learning refers to the acquisition of knowledge and skills that occurs outside of a structured educational environment. Unlike formal learning, which is characterised by a set curriculum and often leads to certification, informal learning is self-directed and does not typically result in formal recognition. Examples of informal learning include reading articles, participating in discussions, or learning through experience on the job.
Why is informal learning relevant to L&D?
Informal learning is crucial to learning and development (L&D) because it aligns with the natural ways in which employees often gain new skills and knowledge. This approach supports a culture of continuous improvement and lifelong learning within organisations. By recognising and promoting informal learning, L&D professionals can enhance employee engagement and help foster an organisational culture that values initiative and self-motivation.
Examples of informal learning in learning & development
Real-world examples of informal learning in L&D include:
- Peer-to-peer learning: Employees sharing insights and best practices during meetings or casual conversations.
- Mentoring and coaching: Informal guidance and advice from experienced colleagues or leaders.
- Online communities: Participation in professional forums or social media groups where industry trends and challenges are discussed.
- Job shadowing: Observing colleagues in different roles to gain understanding and skills pertinent to other functions.
- Self-directed research: Employees reading industry publications, watching webinars, or engaging with podcasts relevant to their field.
Best practices for informal learning
To effectively incorporate informal learning into an L&D strategy, consider the following best practices:
- Create an open culture: Encourage knowledge sharing and curiosity, where employees feel comfortable seeking out information and sharing insights.
- Provide resources: Offer access to online libraries, databases, and subscriptions to industry publications.
- Leverage technology: Use platforms that facilitate communication and collaboration, such as internal social networks or chat tools.
- Recognise informal learning: Acknowledge and reward employees who actively engage in self-directed learning.
- Measure impact: Use surveys or informal feedback to assess how informal learning is contributing to skill development and performance improvements.
Benefits of informal learning
Informal learning offers several benefits, including increased flexibility, as it allows employees to learn at their own pace and in a way that suits their personal learning style. It also tends to be more cost-effective than formal training. By embracing informal learning, organisations can cultivate a more adaptable and innovative workforce.
Common challenges for informal learning
- Lack of structure: Without a formal curriculum, informal learning can lack direction and focus.
- Measurement difficulties: It can be challenging to quantify the impact of informal learning on performance.
- Recognition issues: Informal learning is often not formally acknowledged, which can lead to undervaluing its importance.
- Consistency: Learning experiences can vary greatly, leading to inconsistent skill development across teams.
What does informal learning mean for frontline teams?
For organisations with substantial frontline workforces, informal learning can be particularly valuable. It enables employees to gain relevant skills and knowledge in real-time, directly related to their day-to-day tasks. This can enhance customer service, improve efficiency, and increase job satisfaction. Frontline teams often rely on peer learning and on-the-job experiences, making informal learning a crucial component of their professional development.
How does informal learning support learning needs?
Informal learning supports learning needs by filling gaps that formal training might not address. It allows employees to pursue personal learning goals and adapt to new challenges as they arise, promoting autonomy and self-efficacy. Furthermore, informal learning complements traditional training by providing opportunities for practical application and experiential learning, which are essential for reinforcing new skills and concepts.
Informal learning FAQs
How can organisations encourage informal learning?
Organisations can encourage informal learning by fostering a culture of curiosity and knowledge sharing. This can be achieved through initiatives like creating mentorship programmes, offering access to online resources, and providing platforms for collaboration and communication.
What role does technology play in informal learning?
Technology plays a significant role in facilitating informal learning by providing convenient access to information and enabling communication among employees. Tools such as social media, online forums, and collaboration platforms help employees share knowledge and learn from one another.
Is informal learning effective?
Informal learning is highly effective because it aligns with the natural ways people learn and adapt to new information. It is often more engaging and relevant to individual needs, leading to better retention and application of knowledge.
How Ocasta can help with informal learning
Ocasta’s learning management platform supports informal learning by providing a centralised repository for knowledge and resources that employees can access anytime. It enables frontline teams to quickly find information and guides, fostering a culture of self-directed learning. Additionally, Ocasta’s internal comms app facilitates the sharing of insights and updates, making it easier for teams to engage in informal learning opportunities.
Key takeaways
- Informal learning occurs outside of structured educational settings and is self-directed.
- It’s essential to L&D as it supports continuous improvement and a learning culture.
- Examples include peer learning, mentoring, and participation in online communities.
- Best practices involve fostering an open culture, leveraging technology, and recognising informal learning.
- Benefits include flexibility, cost-effectiveness, and fostering innovation.
- Challenges include lack of structure, measurement difficulties, and inconsistent recognition.
- Informal learning is vital for frontline teams, providing real-time skill development.
- It supports learning needs by addressing gaps not covered by formal training.
- Ocasta facilitates informal learning through its knowledge and internal comms platforms.
What are other names for informal learning?
Other terms related to informal learning include self-directed learning, experiential learning, and on-the-job learning.
More info about informal learning
For further reading, you might explore resources on experiential learning theories or look into publications on self-directed learning strategies. Additionally, participating in professional networks and online forums can provide real-world insights into the practice of informal learning.