In this study we’ll explore the idea that learning can happen anywhere. We’ll study how organizations are supporting informal learning; how (and whether) they are measuring and tracking this type of learning; motivating employees to take the initiative to learn on their own; and challenges and benefits of self-directed learning. Specific types of informal learning will include mentoring, memberships in professional groups, stretch assignments, networking, and online learning resources (i.e., gamification, etc.).
Key findings from the report include:
• Average number of informal learning opportunities offered by organizations is 5
• At 33 percent of organizations, informal learning makes up more than half of the total learning
• 35 percent of organizations measured the effectiveness of informal learning
• 51 percent of respondents believed use of informal learning will increase in the next two years
Caroline Cope joined the Association for Talent Development (ATD) in 2021 as a senior researcher in the research department. Prior to joining ATD, she studied trends related to graduate education and training for the American Psychological Association as a research officer. She has a master’s degree in sociology from American University.
Rocki Basel, Ph.D. joined the Association for Talent Development (ATD) in 2022 as the associate director of research. Before joining ATD, she was a researcher for other national membership organizations. Her research interests include workplace culture, employee engagement, mental health, and organizational communication. She has a Ph.D. in communication studies from Kent State University.
