7th Annual Learning in the Workplace Survey: Results

Last updated: June 4, 2018 at 18:21 pm CEST

Here are the results of the 7th Annual Learning in the Workplace survey. The table below ranks the importance (value/usefulness) of the 12 different ways of learning in the workplace for INDIVIDUALS (ie EMPLOYEES) by their combined Very Important + Essential scores. The red figures highlight where the most responses were received in each category. (If you haven’t taken the survey, you can do so HERE.)

Rank Results of the  7th Annual
Learning in the Workplace survey
Not
important
%
Quite
important
%
Very
important
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Essential
%
VIP +
Essential
%
 1 Daily work experiences (ie doing the day job)  1  5 34 60 94
 2 Knowledge sharing within your team  2 9 33 57 90
 3 Web search (eg Google) 1 17 34 48 82
4 Manager feedback and guidance 5 20 31 44 75
5 Web resources (eg videos, podcasts, articles) 3 24 42 31 73
 6 Professional networks and communities 1 29 41 29 70
7 Coach or mentor feedback and guidance 5 28 42 25 67
8 Internal resources (eg documents, guides, etc) 11 29 33 27 60
9 Regular blog posts and news feeds 9 39 35 17 52
10 E-Learning (ie online courses for self-study) 20 42 24 14 38
11 Conferences and other professional events 13 55 28 4 32
 12 Classroom training 31 39 22 8 30

The 5 most valued ways of learning at, for or through work are Daily work experiences, Knowledge sharing with teams as well as Web resourcesWeb search and Professional Networks and Communities. These are, in fact, all self-organised (and self-managed) forms of learning.

Whereas, traditional organised learning initiatives like Classroom training and E-Learning sit right at the bottom of the list along with Conferences and other events. Feedback and guidance from managers and coaches, as well as internal resources fall squarely in the middle of the results.

What does this mean?

  • It means that most of L&D efforts are focused on activities that individuals find of little value.
  • It means it’s therefore time to re-focus efforts on those activities that bring more value to individuals – both inside and outside the workplace
  • But it doesn’t mean organising and managing these activities (in the old, traditional ways) but helping individuals to do this for themselves in the ways that suit them best.
  • It means a new model for modern workplace learning.

To find out more about the new work of L&D in the modern workplace, see our workshops and books.

[Analysis based on 5,000+ responses from 63 different countries]