Why Informal Learning is the Secret Ingredient to Workplace Growth

When we think about learning at work, we often picture formal training sessions, e-learning modules, or structured development programs. While these initiatives play an essential role in employee growth, they only tell part of the story. Most learning in the workplace happens outside the classroom. It happens in conversations, observations, real-time problem-solving, and everyday experiences.

This is informal learning—the unstructured, organic, and continuous way employees acquire knowledge, skills, and behaviors simply by working and interacting with others. And here’s the kicker: research suggests that as much as 70% of workplace learning happens informally (Lombardo & Eichinger, 1996).

If informal learning is so powerful, why don’t more organizations prioritize it?

Because it’s often overlooked. Unlike formal training programs with clear outcomes and budgets, informal learning is invisible, spontaneous, and embedded in daily work. But forward-thinking organizations recognize that nurturing informal learning leads to stronger engagement, better collaboration, and a more adaptive workforce.

So how can leaders leverage informal learning to drive workplace development, foster a thriving culture, and support business success? Let’s dive in.

What is Informal Learning?

Informal learning is learning that happens outside of structured training. It’s the knowledge and skills employees gain from experience, interactions, and workplace problem-solving. Unlike formal learning, which is planned and delivered in a structured way, informal learning happens naturally, often without employees even realizing it.

Examples of Informal Learning in Action:

✅ Peer Mentorship: A new employee learns how to navigate company systems by shadowing a colleague.

✅ On-the-Job Problem Solving: A project manager figures out a new workflow by experimenting with different approaches.

✅ Cross-Team Collaboration: A marketing employee picks up data analysis skills by working closely with the analytics team.

✅ Workplace Conversations: Employees share best practices and insights over lunch or in a Slack channel.

✅ Trial and Error: A software developer learns a new coding language by troubleshooting issues on a real project.

Because informal learning is continuous and self-directed, it allows employees to grow organically—developing critical thinking, adaptability, and problem-solving skills in real time.

Why Informal Learning is Essential for Workplace Development

Traditional training programs provide foundational knowledge, but informal learning is what cements those lessons, making them practical, relevant, and immediately applicable. Here’s why informal learning is essential for workplace growth:

1. It Creates a Culture of Continuous Learning

Organizations with a strong culture of learning don’t just rely on formal training; they embed learning into the flow of work.

Why it matters:

• Employees feel empowered to seek out knowledge and upskill on their own.
• Knowledge-sharing becomes part of the organizational DNA.
• Learning becomes a daily habit, not a one-time event.

📌 Leadership Tip: Encourage employees to ask questions, share insights, and engage in discussions that fuel organic learning.

2. It Drives Employee Engagement and Retention

Employees want to grow in their roles. If they don’t see learning opportunities, they’ll look elsewhere.

Why it matters:

• Employees who learn informally feel more engaged and challenged.
• Organizations that foster informal learning see higher retention rates.
• People stay where they feel they’re growing.

📌 Leadership Tip: Create an environment where learning happens naturally—whether through mentorship, cross-functional collaboration, or access to resources.

3. It Fosters Innovation and Problem-Solving

Informal learning is the birthplace of innovation. Employees experiment, take risks, and learn from failures in a way that structured training can’t replicate.

Why it matters:

• Employees develop real-world problem-solving skills by learning on the go.
• Teams exchange ideas and knowledge in a way that leads to breakthrough thinking.
• A culture of learning = a culture of innovation.

📌 Leadership Tip: Give employees time and space to explore new ideas and experiment without fear of failure.

4. It Strengthens Workplace Relationships

Learning is social. Informal learning happens when employees share knowledge, mentor each other, and collaborate.

Why it matters:

• Employees build stronger connections across teams and levels.
• Knowledge-sharing becomes second nature.
• A more connected workforce = a more engaged workforce.

📌 Leadership Tip: Encourage peer mentoring programs, knowledge-sharing sessions, and open forums for employees to exchange expertise.

How Leaders Can Nurture Informal Learning

If informal learning is already happening, how can leaders harness and amplify it to make an even bigger impact? Here are some key strategies:

1. Create Spaces for Knowledge-Sharing

Make it easy for employees to learn from each other.

💡 Ideas:

• Set up “Lunch & Learn” sessions where employees can teach their peers.
• Create Slack channels or forums for sharing tips and industry insights.
• Encourage employees to write internal blogs or host mini-training sessions.

📌 Why it works: These spaces normalize continuous learning and collaboration.

2. Promote Cross-Functional Collaboration

Learning happens when employees step outside their silos.

💡 Ideas:

• Rotate employees through cross-functional projects.
• Set up job-shadowing opportunities.
• Encourage collaboration between departments to cross-pollinate skills.

📌 Why it works: Employees expand their skill sets and develop broader business awareness.

3. Recognize and Reward Knowledge Sharing

Make informal learning a valued part of your culture.

💡 Ideas:

• Publicly recognize employees who mentor others or share knowledge.
• Offer incentives or rewards for peer-to-peer learning initiatives.
• Celebrate team members who develop new skills through informal learning.

📌 Why it works: When learning is celebrated, people are more likely to engage and contribute.

4. Lead by Example

If leaders prioritize and model continuous learning, employees will follow.

💡 Ideas:

• Share what you’re learning with your team.
• Ask for feedback and be open to new perspectives.
• Actively participate in knowledge-sharing initiatives.

📌 Why it works: When leaders learn, employees learn. It sets the tone for a learning-first culture.

Final Thoughts: The Competitive Edge of Informal Learning

In today’s fast-moving world, organizations that prioritize learning and development have the edge. But learning doesn’t just happen in structured programs, it happens in the everyday flow of work.

The Bottom Line:

• Informal learning fuels engagement, retention, and innovation.
• It builds stronger teams and creates a culture of knowledge-sharing.
• Leaders who support informal learning create workplaces where employees thrive.

The best part? You don’t need a massive training budget to make it happen. Just create the right environment, and learning will take care of itself.

Are you fostering a culture where employees learn, grow, and share knowledge every day? Let’s talk about how to make informal learning a powerhouse for workplace success.