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“Learning in the flow of work”: why should you adopt it?

“Learning in the flow of work” allows employees to learn continuously during their working hours. It relies in particular on microlearning so that they can have access to adapted training that is quick to put into practice. Ideal for employees, this type of professional learning also offers important advantages to companies. Focus on this continuous training approach.



“Learning in the flow of work”: what is it?


“Learning in the flow of work” allows the employees to learn at any time, according to their needs, and to be able to quickly apply what they have learned.


What format for “learning in the flow of work”?


“Learning in the flow of work” consists of training employees quickly on a specific need. For example, it may be to provide a solution to a formula need on Excel software or to improve a PowerPoint presentation. The objective of this type of learning is to find a quick answer when a need arises. It is thus characterized by the consumption of short and easily accessible educational content.


“Contextual” vs. “traditional” training


The main criticisms of “traditional” training, i.e., the approach to training in place in most companies today, are that it requires organization and, above all, time. Yet, in an already busy day-to-day life, employees generally have very little time and/or find it difficult to allocate it to their development.


For these reasons, “learning in the flow of work”, or “contextual” training, is attracting more and more professionals and companies. By relying on microlearning solutions that offer short, targeted training content (video tutorials, audio content, advice articles, etc.), it makes it possible to learn “as you go”, as needs emerge, and to provide a rapid response to the problem encountered.


However, it is important to specify that “learning in the flow of work” is not adapted to all types of learning. It cannot replace “traditional” training when it comes to training on particularly complex tasks or in the context of a professional mobility, for example. “Traditional” and “contextual” training are therefore complementary.


Related: Microlearning: what is it? And why adopt it?



Why adopting “learning in the flow of work”?


“Learning in the flow of work” provides answers to key issues faced by companies: skills obsolescence, gaining flexibility and improving the employee experience.


→ Continuing professional development to address skill obsolescence


Skill obsolescence is defined as a lack of up-to-date knowledge or technical skills that prevents a worker from performing his or her tasks effectively. This obsolescence of skills has been observed even more since the advent of new technologies.


“Learning in the flow of work” provides a sustainable solution to this problem, as it allows employees to learn in their everyday life. Thanks to easily accessible content, employees can adapt to changes in their jobs, which constantly require new skills and generate new needs.


More agile skills development


The “traditional” training approach generally requires an investment of time to:


  • find the right training
  • get the training validated by the hierarchy
  • find time in often very busy schedules.


Faced with these obstacles, “learning in the flow of work” makes it possible to gain agility. Indeed, it offers employees the opportunity to access online training content without having to devote hours of research and require validation from their superiors. It allows them to quickly unblock situations.


Also, when implementing a continuous learning approach within an organization, content accessibility and frequent updating are fundamental.


Improving the employee and learner experience


“Learning in the flow of work” is all the more likely to engage employees as they are the ones who choose the training they take, and they can quickly apply their learning. This dynamic significantly increases the chances that the employees will integrate and retain what they have learned. In the long term, this learning process allows them to become more efficient and productive. In general, these elements combined promote the professional development of employees, and constitute an additional source of commitment for them.


Thanks to “learning in the flow of work”, companies are also winners. Indeed, better employee engagement is generally accompanied by increased performance and better productivity.


So, if “learning in the flow of work” is good for employees as well as for companies, how do you implement it?


Related: Learning and development, a vector of performance for companies



Technology in the service of “learning in the flow of work”


To offer tailored training to each employee and rapid application, technology can be used to support “learning in the flow of work”.


→ Microlearning


Microlearning is a training solution that is particularly well suited to “learning in the flow of work”. It is indeed defined by learning based on micro training content. The training offered to learners lasts between 30 seconds and 5 minutes, which favors assimilation and rapid application.


For this type of learning, technology plays a key role. First, its “on demand training” format relies on digital solutions to allow learners to learn whenever they want, on the device of their choice (computer, tablet, smartphone). On the other hand, technology allows to boost the performance of microlearning by giving the possibility to manage and modulate the learners’ exposure to the key notions of the training content. These notions can thus be repeated at intervals, in order to promote their lasting integration.




LXPs, for Learning Experience Platforms, are next-generation e-learning platforms. These tools rely on machine learning techniques to analyze employees’ skill levels, development desires and past work experience. By leveraging the data collected, LXP’s make it possible to offer the most appropriate training content for each individual.


Thanks to this ultra-personalized experience, LXP is the preferred training platform for “learning in the flow of work”. In addition to hosting training content, LXPs also allow users to produce their own training content and share it with other learners.


Related: Is LXP the future of LMS?

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Illustration credits: https://www.istockphoto.com/fr/portfolio/invincible_bulldog