The 70:20:10 framework explains how we learn new information in the workplace. When learning new skills, up to 70 percent of what we learn comes from our own personal experience and discovery, up to 20 percent comes from asking others for help, and just up to 10 percent comes from formal training. Applying the 70:20:10 framework inside your organization is a great way to increase knowledge and achieve better results.
To foster this framework within your organization, an Employee-generated Learning approach can come into its own:
- 70% - create a knowledge base of internal experience and learnings, where employees can self-serve their knowledge discovery.
- 20% - create a culture of knowledge sharing, making it easy for employees to ask others for help and to collaborate.
- 10% - empower the subject matter experts in your business to create training courses.
However, shifting to a 70:20:10 framework and Employee-generated Learning can be a challenge at first. Specifically, getting your team to actively contribute to Employee-generated Learning might require a major cultural shift. Here are a few practical tips for getting your Employee-generated Learning operation off to a running start.
Know your key players
We’ve talked to dozens of learning managers for major companies who tell us that step one is to start small pilot knowledge-sharing programs and then cherry-pick the select individuals who are best at motivating their fellow team members to get involved.
Employees are far more likely to stay involved if the knowledge sharing process is based on strong relationships within the team.
Incentivize knowledge sharing
Organizations that incentivize knowledge sharing enjoy greater success in implementing Employee-generated Learning and are able to set up highly cost-effective learning programs. Offering small but lasting rewards is a great way to motivate the rest of the team and thank them for their contributions to Employee-generated Learning content.
It’s important to avoid putting too much pressure on employees. Avoid making knowledge sharing overly formal, but definitely include it as a topic in employee evaluations. Above all, be sure to clearly communicate to your employees how valuable their knowledge is to the team’s success.
Negotiate road blocks
Watch out for any roadblocks that slow down the flow of knowledge and address these promptly and openly within the team. There are two main areas that can make or break your Employee-generated Learning operations:
- Get the right tools. Your knowledge sharing tools must be user-friendly and inviting or else employees won’t be inclined to use them regularly. They also need to provide instructions and information in a high-impact, engaging way. No one wants to download and flip through boring old presentations and memos.
- Allow time for knowledge sharing. If you want to reap the benefits of the 70:20:10 framework, you have to devote time to it. Let your employees know that you see contributing and sharing knowledge as productive time. This is especially important in commercial settings and consultancies where employees tend to measure their value in terms of billable hours.
The last tip might sound obvious, but it can’t be stated often enough: get started, the sooner, the better! You’ve already got the main ingredients for the 70-20-10 framework success: your dynamic team and its wealth of knowledge. Now it’s up to you to create an environment where sharing knowledge is easy, effective and appreciated.