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    Blog

    Make It Work: How To Integrate Learning Into Employees’ Workflow

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    The ultimate purpose of L&D programs is to offer employees a great experience that delivers results.

    Michal Kassif
    December 17, 2024
    3 min read
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    Employees are eager to upskill, but one major obstacle often stands in the way: time. Busy schedules and competing priorities make finding room for learning feel impossible. By embedding learning opportunities directly into the workflow, organizations can create a culture where growth is seamless, productivity is maintained, and employees feel empowered. Let’s explore the challenges of integrating learning into workflows and practical strategies to make it happen.

     

    Time Is of the Essence: The Challenge of Allocating Time for Learning


    Statistics confirm that one of the biggest hurdles to employee development is the perception that learning takes time away from work. A 2021 survey by Salesforce highlighted this issue, with 60% of employees stating it’s hard to find time for learning and development during their workday. This continued to be the main reason L&D programs failed to achieve their goals a year later, proving that time constraints are a core issue to address. 

     

    Organizations expect employees to prioritize training, but without embedding it into the daily workflow, training feels like an extra task rather than an integral part of the job. When learning becomes an afterthought, skills gaps widen, productivity suffers, and employees feel disengaged. 

     

    Embedding learning into workflows creates a culture of continuous improvement. Employees adapt quickly to change, innovate, and drive better results. The opportunity to grow professionally leads to higher engagement, job satisfaction, and a sense of purpose. 

     

    Seamless Learning: Tips for Integrated L&D

    1. Microlearning: Small Lessons, Big Impact
      Microlearning allows employees to expand their knowledge by breaking down complex topics into short, digestible lessons. This makes sense, given our short attention spans in this hectic, modern world.

      Instead of lengthy training programs that require a lot of time and commitment to complete, an employee could watch a quick video on handling difficult scenarios or take a short quiz to learn which areas require further attention. These bite-sized pieces of learning make training more manageable and improve retention by focusing on one clear concept at a time.

     

    1. Gamifying Growth: Make Learning Fun and Interactive

      Devoting five minutes before a meeting to microlearning is a great idea, but how can organizations encourage employees to do that? Incorporating gamification elements like quizzes and challenges is the answer. Engaging and enjoyable learning experiences incentivize employees to prioritize development even on busy days, boosting engagement, confidence, and knowledge.

      These interactive formats also connect to advanced analytics that tell employers which areas need more attention, utilizing the time devoted to learning more wisely.

     

    1. Balanced Boundaries: Create Work-Related, Enriching Content

      Employees are more likely to engage with training when it directly relates to their tasks, and, if we’re being honest, employers are more likely to promote this type of learning. Tailor your learning materials to address specific challenges or skills relevant to their roles.

      Content should still be enriching, offering insights that go beyond the basics. Give employees additional skills that are relevant to their everyday tasks but take them to the next level. Examples may include advanced analytics, using GenAI technology, time management tips, and more. Your content should cover real-world case studies that inspire employees to think creatively and solve problems more effectively. Balancing practicality with enrichment is what it’s all about.

     

    1. Learning as a Lifestyle: Develop a Holistic Approach to Learning

      To truly embed learning into the workflow, it must become a natural part of employees’ daily work. This requires a holistic approach that integrates learning opportunities into everyday processes. Encourage managers to model a learning mindset by actively participating in training and discussing their development goals with their teams.

      Align training programs with business objectives so employees understand how their learning contributes to the organization’s success. When employees see the direct impact of their growth on the company’s goals, they’re more likely to embrace learning as a key part of their work.

      Integrating learning into employees’ workflows is about making it accessible, relevant, and enjoyable. By addressing the challenge of time, organizations can build a culture of continuous growth. This approach empowers employees to develop their skills without sacrificing productivity, creating a workplace where learning and success go hand in hand.

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