What Is Informal Learning in the Workplace? Benefits & Examples

When you hear the word “learning,” you might picture classrooms, teachers, exams, or training sessions. And while those are all important, they’re not the only way we learn especially at work. In fact, most of what we learn happens in a more natural, everyday way. This is called informal learning.

Many companies have already invested in formal training programs to help employees grow. These programs are useful and necessary, but smart organizations are now also paying attention to the value of informal learning. It’s the kind of learning that happens all the time—on the job, in conversations, or while solving real problems.

In this article, we’ll break down what informal learning looks like in the workplace, why it’s so important, and how you can create an environment that encourages it.

What Is Informal Learning?

Informal learning is a type of learning that happens outside of formal settings like schools or training programs. It’s not planned or structured, and there are no specific goals or curriculum. Instead, it happens naturally through everyday activities, experiences, conversations, or exploring things on your own. It’s driven by personal interest and curiosity.

When people hear “training” or “learning,” they typically envision structured environments like classrooms, lecture halls, online courses, or formal training sessions, culminating in certificates. These represent formal learning—structured programs with predetermined time limits and specific objectives.

In sharp contrast, informal learning is unstructured, natural, and spontaneous. Let’s suppose you ask a coworker for technical troubleshooting advice or search online for an unfamiliar term used by your supervisor. That is informal learning.

Informal learning can come from chatting with a coworker, figuring something out by trial and error, watching how others do things, or simply being curious and exploring new ideas on your own.

A critical distinction is that formal learning is delivered to participants through presenters or handbooks, whereas informal learning is actively sought out by individuals. This self-directed approach naturally encourages higher engagement levels.

Types of Informal Learning in the Workplace

Informal learning can occur anywhere, anytime, particularly in workplace environments. While you cannot mandate informal learning, you can cultivate a culture that creates natural opportunities for it to emerge.

For instance, developing mentorship or job shadowing programs allows employees to learn informally by conversing and observing colleagues. This approach also represents a form of social learning.

Beyond mentoring, additional non-formal learning examples include:

• Chat applications like Skype, Slack and Microsoft Teams
• Professional conferences
• Podcasts
• Self-directed study
• Team-building activities
• Instructional video viewing

Benefits of Informal Learning in the Workplace

Here are four key benefits of integrating informal learning into your organizational strategy:

1. More Control, Better Engagement

Employees excel with self-directed learning, especially as workplace expectations, particularly around remote work, continue to develop.

When team members control their learning scope and schedule, they’re more likely to explore genuinely interesting topics and remain motivated. This autonomy reduces procrastination and maintains focus.

2. Less Structure, Less Stress

Formal learning programs can feel stressful and potentially unproductive. Informal learning eliminates this burden by occurring spontaneously and organically, flowing seamlessly with workplace dynamics rather than interrupting them.

Instead of generating stress that hinders performance, many informal learning opportunities—like team outings and social learning experiences—can be enjoyable. Research consistently shows that happy team members perform more effectively.

3. Constantly Expanding Knowledge Base

Relying solely on internal resources limits opportunities for new expertise and perspectives. When employees engage in self-directed, informal learning, they introduce fresh ideas and information from diverse external sources.

As team members and departments share knowledge through channels like Slack or mentorship programs, these conversations generate innovative ideas and solutions.

4. Time and Cost Efficiency

The most practical reason for implementing informal learning is its direct impact on organizational efficiency. Consider “the protege effect”—a well-studied phenomenon demonstrating that teaching others enhances personal learning—exemplified by employees sharing knowledge through learning platforms.

Research indicates that Fortune 500 companies lose over $31 billion annually by failing to capitalize on knowledge-sharing opportunities. While informal learning cannot replace structured training entirely, it can significantly reduce formal program expenses and learning burdens.

Challenges of Informal Learning

Although informal learning brings its perks, it has some challenges, such as:

• Task-Specific Limitations: Informal learning struggles when employees need to acquire precise knowledge or develop specific skills. It lacks the targeted structure required for detailed, specialized learning.
• Measurement Difficulties: Unlike formal training, informal learning defies straightforward evaluation. Without a clear learning management system or defined performance indicators, tracking actual learning outcomes becomes nearly impossible.
• Individual Dependency: The effectiveness of informal learning heavily relies on individual motivation and initiative. Organizations cannot enforce employee engagement levels with these learning tools or guarantee that learned insights will translate directly into workplace performance.

Informal learning experience examples for the Workplace

You already know why informal learning matters. Now let’s see how it actually happens—and how you can make the most of it.

The truth is, informal learning is already happening all around you. Employees learn through trial and error, quick chats with coworkers, or searching online for solutions. The role of the organization is to nurture and amplify these natural learning moments while also providing tools that make learning more engaging.

Here are some practical examples:

1. Casual Conversations & Peer Learning
   • Asking a colleague for quick help on a project.
   • Sharing tips during a coffee break or team huddle.
   • Learning shortcuts by observing how others work.
2. Job Shadowing & Mentorship
   • New hires learn from experienced team members.
   • Real-time guidance on workplace tools or client interactions.
   • Knowledge transfer that benefits both mentor and mentee.
3. Quizzes: Bridging Formal and Informal Learning
   • Short, fun quizzes to reinforce knowledge after training.
   • Use an LMS to track results and gamify with leaderboards.
   • Helps extend learning beyond the classroom.
4. Video Learning: Visual Knowledge Sharing
   • Watching TED Talks, interviews, or explainer videos.
   • Creating internal tutorials (like logging expenses).
   • Encouraging employees to share video resources in forums.
5. Podcasts: Learning on the Go
   • Listening to industry-relevant podcasts during commutes.
   • Sharing podcast recommendations in newsletters or chat channels.
   • Positioning podcasts as thought leadership content.
6. Games & Microlearning
   • Using gamified learning in your LMS (points, badges, challenges).
   • Delivering knowledge in bite-sized, interactive formats.
   • Making learning feel fun instead of forced.
7. Conferences & Seminars
   • Gaining insights directly from industry leaders.
   • Networking and exchanging ideas with peers.
   • Sharing takeaways internally via recordings or presentations.
8. Self-Directed Online Learning
   • Reading blogs, articles, and forums to find quick answers.
   • Watching tutorials on YouTube or LinkedIn Learning.
   • Exploring resources employees choose for themselves.

Encourage Informal Learning in the Workplace

Informal learning, by its nature, is unplanned and spontaneous. While you cannot schedule or impose a strict structure, you can certainly create environments that foster organic learning opportunities.

Multiple strategies exist to encourage informal learning in the workplace:

• Promote Knowledge Sharing Culture: Develop an organizational environment that provides employees with tools and flexibility to conduct research and share information freely.
• Streamline Learning Resource Access: Utilize learning management platforms that centralize resources and enable access to multiple devices. This approach ensures learning materials are organized and easily discoverable.
• Support Social Learning Dynamics: Recognize that social learning, where individuals learn most effectively by observing and interacting with colleagues, is a powerful informal learning method. Encourage content sharing through platforms like social feeds, internal communication channels, and collaborative spaces.
• Prioritize Learning Time: Acknowledge that employees cannot engage in learning when overwhelmed by existing responsibilities. Create space for continuous learning by demonstrating that personal development is a valued organizational priority.

Every team possesses unique needs, goals, and priorities. The most effective approach involves:

1. Identifying team objectives
2. Developing employee training strategies that integrate both formal and informal learning elements

For instance, consider planning team social events following formal training sessions, providing opportunities for informal discussion and knowledge reinforcement.

Embrace Learning Beyond Formal Boundaries

Informal learning goes beyond the walls of a typical classroom. It refers to any learning that takes place outside of structured education. Even small things like viewing a tutorial video or reading an online guide are great ways to learn.

The thing about informal learning is that it’s everywhere. Embedded within every company, it is just waiting to be discovered and utilized. Two components are required for companies to tap into this model and succeed:

• A powerful Learning Management System (LMS)
• A strategic approach to promoting peer-to-peer learning

From videos to podcasts, webinars to those conversations that spark out of nowhere, informal learning provides a significant impetus for professional growth. 

Most importantly, it fosters a dynamic, lifelong learning culture that can change the way your company thinks about growth and proficiency.