1.     What is informal Learning?

Informal learning is all the learning that takes place away from the world of organised formal training.

It is:

• deep and pervasive (representing over 80% of learning that occurs in organisations)
• uncontrolled (most is through colleagues and self discovery – without the training department in sight)
• powerful (this is the driving force of the real learning culture of the organisation, influence this and you will radically change the way your organisation learns)

2.     Types of informal learning

3.     The % of learning represented by informal learning

Source: Atos KPMG Consulting

4.     Who uses informal learning most?

• The Information or Knowledge Worker
• Senior managers
• Established and experienced staff
• New Starters or Novices

Recognising that different groups use informal learning differently is the key to promoting and managing informal learning.

Informal learning is natural. We learn from things we get wrong and from things we get right. We learn from seeing people around us doing things wrong and right. So, everyone learns informally to some degree. This Insight is about tapping into that natural behaviour.

5.     Why tackle informal learning?

It is effective, because:

• it makes a change when people make time to learn and are really keen to find things out
• it always tends to happen in context just when someone is able to try the idea or new skill out for real
• it’s quick
• it’s cheaper than formal learning

It’s sometimes ineffective because:

• it can take up colleague time, usually asked when the learner needs it and not when it is convenient for the neighbour or expert on the phone to help out
• it can be inconsistent and sometimes wrong

For both reasons, it has to be part of an organisation’s learning strategy.

6.     Find out what informal learning is going on in your organisation

• Find out what informal learning is taking place in your organisation
• See how effective it is,  so you can learn from where it works
• See where it isn’t effective, so you can help improve it
• Talk to people within the organisation
• Review the usage of formal methods within your organisation
• Observe people at work
• Cross reference the personality types/learning styles of selected learners against the type of informal learning they favour
• Collate learners views on how their informal methods might be easier for them to access and use
• Build up a map of all the informal resources or tools used in your organisation

7.     Promote effective informal learning

What can you do to encourage more effective informal learning?

• Help learners to be better informal learners
• Use part of the formal learning programmes to help learners work out to continue to build knowledge and skills informally back in the workplace
• Create better resources for informal learning

8.    Start to manage informal learning in your organisation

• Put the high quality knowledge resources where people easily find them
• Create areas where knowledge can be easily added by experts and everyday practitioners
• Help local ‘experts’ by providing easy to use resources and guidance on coaching skills to support the informal learners. Provide learning resources for those who act as informal coaches or mentors. Help them to realise that they shouldn’t be too helpful