Follow Its Influence.
Informal learning may be difficult to quantify, but you can qualify it. Consider unconventional methods, such as job-readiness reviews and peer appraisals, to reveal what's being learned. Track informal learning by keeping individual and departmental logs that answer questions such as: What have you learned today? Who helped you? How will you apply what you learned? Ask managers to report regularly not only on business metrics but also on what their groups have discovered.
Celebrate Its Pervasiveness.
Talk about the ongoing nature of informal learning and the improvements the organization has made as a result. Honor success by citing examples of learning from the executive suite to the manufacturing floor. Don't change the essence of informal learning by trying to codify too much, though. Some people prefer the loose nature of their contributions and should have the opportunity to decide how much attention and praise they receive.
To elicit the potential of informal learning, find out what learning lurks on your walls and in your halls right now. In addition to helping people find innovative new ways of working, informal learning offers increased confidence and motivation, a feeling of security, personal growth, a sense of community, and rewarding relationships.
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