How modern professionals prefer to learn (2)

The Learning in the Workplace survey has now had over 6,000 responses from 67 countries worldwide*. The full results are shown below ranked by the total Very important and Essential scores (in red). The shaded cells highlight where the most votes were received in each category.

Not
important

%
Quite
important

%
Very
important

%
Essential

%
VIP +
Essential
%
1 Daily work experiences (ie doing the day job) 1 4 30 65 95
2 Knowledge sharing with your team 1 8 34 57 91
3 Web search (eg Google) 3 17 32 48 80
4 Manager feedback and guidance 5 20 36 39 75
5 Web resources (eg articles, videos, podcasts, etc) 3 23 42 32 74
6 Your professional network (aka PLN) 3 27 43 27 70
7 Coach or mentor feedback and guidance 7 25 44 24 68
8 Company resources (eg documents, job aids, etc) 9 31 35 25 60
9 Blog posts and news feeds 10 40 32 18 50
10 E-Learning (eg online courses) 19 44 24 13 37
11 Conferences and other professional events 15 51 29 5 34
12 Classroom training 28 40 22 10 32

The results continue to show that for modern professionals the least valued ways to learn at and for work are the traditional workplace learning activities – classroom training and e-learning – whilst the most valued ways to learn for work are the experiences and activities that happen as part of daily work, through interaction with people as well as the use of informal web content.

In fact the significant features of the most valued ways of learning in the workplace, are that they:

  • provide a personal experience – in that they are selected by the individual concerned in terms of what, how and when he/she needs – rather than being a one-size-fits-all experience, designed by someone else (usually L&D).
  • are self-organised and self-managed–  individuals make their own decisions about how to address their learning and performance problems in order to self-improve and self-develop.
  • are an integral part of the daily work

*Demographics

  • 67 countries including 26% from US, 23% from UK,98% from Australia, 5% from Canada, 5% from New Zealand, 4% from Germany, 3% from Netherlands, 3% from Spain, 2% from Belgium, 2% from India, 2% from Switzerland, 2% from Denmark, 1% from Ireland, 1% from France, 1% from Israel, 1% from Norway, 1% from Sweden, 1% from Austria, 1% from Singapore, 1% from Saudi Arabia, 1% from Portugal, 1% from UAE
  • Industry: 28% other, 25% from education, 11% from government, 10% from finance, 7% from technology,5% from health, 4% from manufacturing,  3% from retail,  2% from telecommunications, 2% transport, 1% from military
  • Organisation size: 68% over 250 people, 14% under 10 people, 10% 50-249 people, 7% 11-49 people
  • Job function: 65% from HR/L&D, 22% other, 7% sales and marketing, 4% from IT, 1% finance
  • Job type: 42% non-managerial, 23% senior managers, 15% middle managers, 11% middle managers, 8% non-salaried.
  • Age: 35% 40-49, 28% 50-59, 21% 30-39, 8% under 30, 7% over 60, 
  • Sex: 61% female, 39% male

Why the current workplace learning model needs an overhaul

Last updated: February 5, 2019 at 18:10 pm

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