The Difference Between Formal and Informal Learning

Every learning and development team has one end goal; they have to make sure that every member of the organization is provided with every available training opportunity. But for a modern and growing company, what is the best way to do it? Formal and informal learning are two opposing data-styles; one is practical and structured, and the other is accidental and unstructured.

In this article, we will delve into both types, compare them, and discover which is better for your organization.

What is formal and informal learning?

Formal learning is learning that is provided in a deliberate and systematic manner. It is planned and directed by the trainer, usually takes place face-to-face or through an e-learning platform, such as a learning management system (LMS), in a work environment you can think of formal training in the context of compliance training or onboarding of newly hired employees; It needs to be structured, it has deadlines and an end goal. Informal learning is completely different. It is unstructured, often uninformed, takes place outside the traditional learning environment, and most importantly, is self-directed, asynchronous, and has no real goals. It happens spontaneously within your organization anytime, and anywhere.

For example, you could be talking to a co-worker and mention that she found a more efficient way to automate a manual process that you could use too, so you learned something even though it wasn't intentional.

What are formal and informal learning styles?

When we compare formal and informal learning, we find that each type has a different style of delivery, and the following are the most common methods for using each in the workplace.

1. formal learning styles:

1.1. Face to face:

It is a traditional, but still popular, training method that takes place in a classroom-like environment. Its popularity comes from the fact that it adds a level of immediate interaction. Face-to-face training such as: seminars, coaching, and workplace training also has its drawbacks, as it is expensive and time-consuming. This often forces learners to miss entire working days to do the training.

1.2. Virtual training:

It takes place with the help of a Learning Management System (LMS). Online training has become the new norm for companies looking to deliver a formal learning strategy. The big advantage is that it is quick and easy. Learners just have to log into the LMS and practice whenever they need to without missing out on work or travel.

There are also options for virtual training. You can offer a blended learning model with instructor-led training (ILT) and virtual seminars and use social learning through forums. The big benefit of an LMS is that it makes training easily measurable. For example, if your company offers compliance training that needs to be formalized,  with an LMS, you can track and record every step of the training to ensure your organization is in compliance.

2. Informal learning styles:

Since informal learning is spontaneous and unplanned, it is difficult to identify the concrete methods used within your organization. However, it is important to note that informal learning does happen in your organization.

You may not realize it, but every time an employee decides to turn to Google to improve a process or every time co-workers have a discussion about a task, there is an opportunity to learn.

Accordingly, there are some ways to promote informal learning within your organization. First, providing good resources for employees to participate in and learn from when needed encourages informal learning. Second, there is social learning, whether it is through face-to-face discussions, a messaging app such as Slack, or a forum in an LMS.

Techniques that motivate employees to communicate increase their chances of learning.

When do we use formal and informal learning methods?

When it comes to learning strategies within the organization, it is necessary to understand one thing about formal and informal learning, which is that they are not separate; each has its own benefits and has a role within your organization. The only issue is that you know which of the two models is more appropriate, and there are some rules that must be followed when determining which is more appropriate. The most important of them should depend on a single question: “Should training be measurable?”

For types of training such as: compliance training, onboarding of newly hired employees, job skills training, soft skills training, and product training, the answer is “yes.” These are all courses that impact the success of your organization, and knowing that your employees are getting the information they need to perform their role effectively is a key metric to track.

Informal learning is usually used when the material is nice but not essential. The most important thing here is to nurture discussions and encourage independent learning so that your employees feel they can gain knowledge in a self-directed way. It is up to you to decide the best learning processes that suit your organization, but keep in mind that the most successful organizations prioritize learning regardless of style, so as long as your employees feel supported in learning regardless of style, that's a good move.