Tailoring your Learning & Development (L&D) programs to employees’ preferred learning strategies is a great way to accelerate their development. They get the chance to upskill and reskill in the way that best suits them.
This is particularly important in corporations with multi-generational and multi-skill employees. A one-size-fits-all approach to L&D is unlikely to be as successful as something more bespoke.
Here, we take a look at a variety of learning strategies you can use in the workplace. These include:
- Active learning
- Collaborative learning
- Peer-assisted learning
- Metacognitive learning
Let’s find out what these techniques involve and the benefits of incorporating them into your L&D plan:
Active learning
With active learning, trainees are no longer passive recipients of information but active participants in the educational process.
Key components include:
- Engagement – learning materials are interesting and thought-provoking.
- Reflection – employees consciously reflect on the relevance of the content they’re presented with.
- Application – they’re also encouraged to apply their newfound skills and knowledge in practical situations.
Active learning incorporates memorable and interactive activities, such as role-play scenarios, the gamification of learning materials, or self-directed learning. Involving employees in the educational process in this way helps to improve course engagement and retention. It also prompts critical thinking skills as employees don’t just absorb information but analyse and question it.
Collaborative learning
Collaborative techniques allow employees to learn and tackle challenges together. An instructor will create groups of learners who support each other as they solve problems or complete assigned tasks.
Working together forces employees to engage more readily with course materials. With a common goal in sight, they have to suggest and debate solutions. This prompts a deeper understanding of the concepts involved.
It also allows employees to learn from one another and get the chance to contribute. Instructors can also encourage employees to establish roles and rules within their group dynamic.
One final benefit of this strategy is the workplace relationships it fosters. By collaborating, employees strengthen their team connections, which can have a wide impact on their motivation and productivity at work.
Peer-assisted learning
Peer-assisted learning (PAL) strategies are typically associated with educational settings, but they can also be highly effective in the workplace.
Employees already tend to turn to their peers when they need help understanding something new. So, peer-assisted learning is a formalisation of a process that is probably already taking place within your organisation.
There are various PAL strategies to choose from:
- Mentoring and coaching programs – pairing more senior and experienced members of the team with mentees.
- Discussion groups – using regular employee meetings to teach skills, learn new things, debate ideas, and share opinions.
- Job shadowing – allows employees to gain a deeper understanding of roles and responsibilities across your organisation.
- Lunch and learn sessions – where one employee runs a presentation or workshop, sharing their expertise on a particular topic over lunch.
When implementing these strategies, it’s important to establish clear guidelines and expectations for everyone involved. You can also make learning more effective by providing employees with additional support, goal-setting, and training materials.
Metacognitive learning
Metacognition is based on three core activities:
- Planning – a project starts with goal-setting and strategy.
- Monitoring – the learner monitors their understanding and pace of learning, making adjustments as necessary.
- Evaluating – the learner assesses the outcome of their project, reflecting on what has been learnt and how this learning can be applied moving forward.
Metacognitive learning techniques encourage employees to take a more intentional and reflective approach to their learning. They are guided to articulate their thought processes and question their assumptions. They gain a greater awareness of their strengths and weaknesses and are given a clear structure for planning, monitoring, and evaluating their learning process.
This gives employees the tools they need for self-evaluation and self-correction. Metacognitive learning promotes a mindset of continuous improvement, which can help them excel in their roles and adapt to new tasks and responsibilities.
Deliver effective learning strategies with Moodle Workplace
As you can see, there are lots of different learning methods suited to different learners and their needs. To work them into your employee development program, you can use a combination of techniques as part of a single course. You can also create personalised development plans, perfectly suited to an individual employee’s style of learning.
This is where the right learning management system (LMS) can make all the difference.
With an LMS — like Moodle Workplace — it’s easy to create personalised pathways, assigning courses that align with an employee’s learning preferences. You can incorporate visuals, gamification, and interactive materials. You can foster collaborative and peer-to-peer learning, too.
By catering to different learning preferences, you can make your L&D programs more engaging. Employees will retain more information and develop new skills more quickly, which is great for them and your organisation.
