Learning does not have to be separate from work, because it ís work. This idea forms the basis of learning on the job: an approach in which employees continuously acquire new knowledge and skills while performing their daily tasks. More and more organizations are applying this form of learning.

In this blog, we dive into the psychology and practice of learning on the job. What makes learning on the job so effective? What impact does it have on your organization's learning culture? And how do you ensure that this form of learning does not become optional, but delivers results?

Why learning in the workflow works

The traditional approach to learning, classroom-based and detached from practice, is increasingly inadequate. In a world where work is constantly changing, organizations want employees to continue to develop when it matters: during the work itself.

Learning on the job offers a powerful alternative in this regard. According to Charles Jennings' 70:20:10 model (Jennings & Wargnier, 2011), 70% of learning takes place on the job, 20% through interaction with colleagues and only 10% through formal training. This means that organizations that focus exclusively on classroom training are leaving much of the potential untapped.

Neuroscientific insights also confirm this. Learning is more effective when it is directly linked to relevant practical experience (Brown, Roediger & McDaniel, 2014). By practicing skills in a concrete context, the brain strengthens the connections needed to both remember and apply information.

The psychological power of direct application

What makes learning in the workflow so powerful? An important psychological principle is "situated learning": learning within a relevant, realistic context. Research shows that people remember what they learn better if they can apply that knowledge immediately (Lave & Wenger, 1991). This increases feelings of competence, which in turn enhances intrinsic motivation (Ryan & Deci, 2000).

Learning on the job also involves "just-in-time learning": employees get the right support exactly when they need it, such as through microlearning, a knowledge base or a colleague. This reduces the gap between learning and doing, and makes learning more natural.

Positive effects on learning culture

A strong learning cultureis not created by one training course, but by making learning part of daily practice. Learning on the job contributes to this in several ways:

1. Learning becomes part of work

Because learning takes place in the workflow, the idea that learning is an extra task disappears. Employees experience it as part of their work, not an interruption.

2. Feedback becomes natural

In a culture of learning on the job, colleagues give each other feedback more quickly. This encourages growth and creates a culture of openness and improvement.

3. Leadership develops faster

Managers who encourage learning on the job develop their own coaching skills faster. They help employees reflect, adjust and learn on the job.

4. Higher engagement

When employees perceive that their development is taken seriously, they feel more engaged with the organization (Gallup, 2023). Learning in the workflow makes that commitment tangible.

Practical forms of learning on the job

What does learning on the job look like in practice? The possibilities are endless. Some examples:

• Microlearning: short injections of knowledge appropriate to a task or situation.
• Performance support: help at the right time via checklists, videos or AI tools.
• Job shadowing: tagging along with a colleague to transfer informal knowledge.
• Buddy systems: experienced colleagues mentor new employees.
• Reflection assignments: short questions or prompts to consciously reflect on what has been learned.
• Intervision or retrospectives: joint learning from practical situations.
• Learning nudges via LMS or mail: reminders to apply or repeat knowledge.

At SkillsTown, we increasingly see organizations experimenting with a clever combination of these working methods. Especially blended learning where on-the-job learning is supported with online modules yields striking results.

Pitfalls: when learning on the job doesn't work

Of course, learning on the job does not work automatically. Without structure and focus, it can actually lead to confusion, fragmentation or unclear expectations. Therefore, watch out for these pitfalls:

• Lack of direction: make sure employees have clear learning objectives.
• Too much on their own initiative: provide structure and support, otherwise knowledge will be diluted
• No time and space: if managers do not make time for both themselves and their employees, learning gets snowed under.
• No follow-up or reflection: without feedback or evaluation, impact remains vague.
• No culture of learning: employees must feel that learning is truly valued.

With the right approach, these pitfalls can be avoided. And that's where it starts: learning in the workflow is not an accidental sideshow, but requires conscious direction.

What does learning on the job require from HR and L&D?

For HR and L&D, learning on the job means a shift in thinking. It is no longer a question of what training you offer, but how you interweave learning with daily work. This requires, among other things:

• Practice-based learning design: develop learning interventions around concrete work processes.
• Use of learning analytics: measure not only usage, but also application and impact.
• Coaching managers: train executives in facilitating learning on the job.
• Smart use of technology: use platforms like SkillsTown to make content and performance support available.

How SkillsTown helps strengthen learning in the workflow

Learning on the job is not just a trend. It is the logical next step in a world where work is changing, employees are seeking autonomy and organizations need to be resilient. By integrating learning into the work process, you make development continuous, measurable and relevant. And that's exactly what a strong learning culture needs. SkillsTown offers organizations a complete learning platform that links learning directly to work. From microlearnings to blended pathways: everything is focused on applicability and results.

Do you want to discover for yourself how your organization can excel with online learning? Then download the white paper 'Excelling with online learning in 7 steps' and gain insight into how to use online learning effectively, stimulate knowledge sharing and remain accessible for your employees. Link whitepaper excelling with online learning.n