While self-directed learning in the workplace is not a new trend, it has become more widely used as HR professionals shift their focus toward developing a more skills-centered workforce. Self-directed learning has become popular in recent years because it\u2019s a method that\u2019s flexible and easy to customize. This makes it possible for managers to better serve the learning needs of a diverse group of employees.<\/p>\n
This blog will break down the benefits of self-directed learning and provide strategies that HR professionals can use to promote the holistic learning processes and successfully meet the unique needs of their workers.<\/p>\n
Self-directed learning helps empower employees to make choices that will maximize their learning and retention. In order for HR to choose how to implement self-directed learning strategies, it is helpful to understand the benefits.<\/p>\n
Self-directed learning encourages autonomy and confidence, because it inspires learners to make decisions based on their preferences and needs.<\/p>\n
This can lead to:<\/strong><\/p>\n \u2022 Confidence in setting and achieving goals Self-directed learning can also:<\/strong><\/p>\n One of the best ways to promote the benefits of self-directed learning in the workplace is to become an active part of the process. You\u2019ll want to set employees up for success by studying what makes self-directed learning so effective in the first place.<\/p>\n Self-directed learning requires the following competencies<\/a> to be successful:<\/strong><\/p>\n \u2022 The willingness to take responsibility for one\u2019s own learning outcomes and goals If you\u2019re finding that your teams don\u2019t possess these competencies yet, strengthening employees\u2019 skills in these areas is a great place to start. This can take some time, as you\u2019ll need to understand what drives your employees in order to craft the workplace learning strategies that will best serve their individual needs.<\/p>\n By investing in your workforce, you are contributing to developing engaged, content workers. This will help your company remain competitive in its market and develop a reputation as an outstanding place to work.<\/p>\n You can use certain learning strategies to promote a culture of personal development and growth. This will set a cultural standard within your organization that lets employees know that they are valuable and that their professional development is worth investing in.<\/p>\n Some of the best learning strategies<\/a> to get started with include:<\/p>\n \u2022 Microlearning<\/a><\/strong>\u2014Using small learning units and delivering short bursts of information at a time is a holistic learning approach that can lead to increased retention of concrete information. There are many strategies that HR teams can use to bolster their employee development plans, in addition to self-directed learning. You can either use just one of these, or you can use a combination of several different plans.<\/p>\n Some of the most common L&D methods are:<\/strong><\/p>\n \u2022 Mentoring and coaching We recommend developing a strategy that combines several of these options. Using a LMS can be a great way to monitor growth and progress in your employees while you dedicate more hands-on energy to mentoring and coaching programs or to working with select employees on individualized development plans that will benefit whole teams.<\/p>\n Whichever methods you choose, the goal should remain to empower employees to lean fully into the self-directed learning process. This means that they should know where to access learning resources and who to speak with about their professional development goals. Ultimately, employees need to trust that company leadership values their personal development and growth.<\/p>\n Because when employees feel that their professional development is valued and that they have ample opportunities to grow within their roles, they are more likely to stay with an organization long term. In fact, 54 percent<\/a> of immediate retention is due to employees\u2019 beliefs that their company values their development. What\u2019s more, employees who feel meaningfully engaged in their work are 59 percent less likely to search for a new job. This is especially crucial to consider in today\u2019s labor market as HR faces issues like job churn. Strong employee training programs are one of the most effective protections against high turnover.<\/p>\n
\n\u2022 Stronger metacognition around one\u2019s own learning process and the influence it can have on their growth and development
\n\u2022 Comfort in autonomy
\n\u2022 Curiosity
\n\u2022 Willingness to take initiative<\/p>\n\n
How HR Can Encourage Learning In and Outside the Workplace<\/h3>\n
\n\u2022 The ability to set specific and attainable goals
\n\u2022 An understanding of how to access and rely on support individuals who will facilitate and encourage learning
\n\u2022 The ability to routinely and objectively reflect on one\u2019s own learning process<\/p>\nWhich learning strategies work best?<\/h3>\n
\n\u2022 Active learning<\/strong>\u2014A traditional classroom-style learning process whereby there are \u201cteachers\u201d and there are \u201clearners\u201d who engage together in interactive techniques that rely on cooperation and collaboration.
\n\u2022 Dual coding<\/strong>\u2014Using a combination of ways to present information (i.e., speech and graphics) to improve understanding and retention.
\n\u2022 Spaced learning<\/strong>\u2014Presenting information on a schedule that is intentionally spread out over a period of time to help learners absorb as much knowledge as possible without overwhelming them.<\/p>\nHow to Facilitate Learning in Your Organization<\/h3>\n
\n\u2022 Crafting individual development plans for stand-out employees
\n\u2022 Cross-training and specific skill development
\n\u2022 Job enrichment and strategic assignments for key employees or teams
\n\u2022 Learning Management Systems for e-Learning<\/p>\nHow KnowledgeCity Can Help<\/h3>\n