How to encourage self-directed learning in the workplace

Both employers and employees really benefit from self-directed learning in the workplace.  

For employers, it can help improve employee retention and the ability to innovate. Employees, meanwhile, find increased motivation and career growth.  

In this article, we’ll cover:

• What self-directed learning means  

• The benefits of building a self-directed learning culture

• How to build a self-directed learning culture

• A case-study on what this looked like for telecommunications company: Sky

• How to measure the success of self-directed learning strategies

What is self-directed learning?

Self-directed learning is used in classrooms and companies around the world.  

At its core, it’s simple: the student is in charge.  

In the classroom, that means using children’s interests to engage them in concepts. In the workplace, it puts an employee in charge of what and how they learn.

That doesn’t mean ignoring employees and hoping they figure something out.  

It means giving employees the environment, tools, and self-directed learning strategies to thrive. That can mean anything from deep cultural reform to an engaging e-platform.  

Just because the student is learning outside of a classroom doesn’t mean there’s no guidance.  

As this NIH comparison shows, self-directed learning students choose their timing, the order of the material, and which resources they’d like to use.  

Smart companies, however, are offering user-friendly frameworks to help their employees navigate that journey.  

The benefits of self-directed learning for both people and organisations

This approach often results in good things for both employees and employers.  

Benefits for employees

Self-directed learning empowers employees, giving them a sense of autonomy. While that’s a key motivator across generations, autonomy in learning is especially important for Gen Z workers.

A more important benefit for many employees, however, is growth. A study that looked at long-term data across 16 countries found that self-directed learning was a predictor of additional competencies and overall job performance.  

Benefits for organisations

Companies are increasingly seeing that independent learning improves engagement and retention, which were recently found to be top operational priorities across US businesses. It can also improve overall production.  

The skills employees learn through supported independent learning can often be directly applied to a company’s overall goals.  

That can make them both more innovative and more able to adapt to changing circumstances.  

Employees with updated knowledge can help navigate challenges like the ones many businesses are facing now.  

Practical steps to building a culture of self-driven learning

Some leaders want culture change but are unsure how to encourage self-directed learning. There are concrete steps they can take.  

1. Give employees ownership over learning

As Sky discovered, employees should see learning as part of their everyday work, not an additional task. That means making sure employees have the time they need to work on their learning goals and the tools to pursue them.

2. Provide easy access to resources

Resources need to be easy to find and navigate. The learning tools should all be on one easy-to-use platform. It can also be helpful to offer resources by track or business area, to make it easier for employees to find what they’re looking for.  

3. Recognise and reward initiative

Celebration can be a huge motivator for achievement. Make sure that people who are adding to their knowledge base or helping others do so are called out. Rewards don’t have to be huge, but they do need to be in response to a specific accomplishment.  

A case study: how Sky fosters self-directed learning

In a GoodHabitz webinar, former Strategic Customer Success Manager at GoodHabitz, Martin Coles interviewed Sky’s Learning and Development team about how they developed a thriving culture of self-directed learning.  

They found a few key ingredients.

1. Embed learning into daily work

For Sky, that meant connecting the content not just to Sky’s goals but also to its values.

Senior Learning and Development Manager Christine Munk explained:  

“It’s not just about learning for learning’s sake—it’s about connecting it to something meaningful.”

2. Encourage knowledge sharing

Sky empowered learning champions across the organisation, who in turn became advocates of the program.  

Sky also hosted a week-long event around learning events to energise the concepts.

“Growth & Development Week not only showcased a variety of learning opportunities,” Christine remarked, “but it also highlighted the connection to personal and professional growth.”

3. Align learning with business goals

Make sure your content aligns with strategic objectives.  

This is especially important if you create learning paths curated by role, level or skillset.

Make sure it’s clear how this content connects to the employee’s career path as well as the organisation's goals.  

4. Make resources easily accessible

Sky streamlined fifteen separate learning environments into one platform.  

The change helped employees know exactly where to go to find relevant material. The platform was user-friendly and had mobile capabilities, so employees could easily navigate anytime and anywhere.  

5. Build a culture of ownership  

Sky wanted to switch from learning being a top-down directive to a self-driven practice. They made materials easy for employees to share, aligned them with real-world tasks, and embedded into daily workflows.

Group Learning and Development Manager Oksana Brabec said it was all about “creating opportunities and embedding learning into the moments that matter in daily work.”

Tools, resources, and strategies to support independent learning

Sky’s experience revealed some other practical ways to improve the workplace learning culture. Technology is hugely important in ensuring constant and easy access to content. Luckily, there are customised tech platforms that can be tailored to business needs.  

Both mentoring and peer learning can be ways for employees to empower other employees. Cross-generational and cross-departmental mentoring can ensure relevant knowledge doesn’t get siloed away. Like the learning champions that Sky fostered, peer learning is a way to both share information and create a culture shift.

Another important factor is lesson size. Microlearning - lessons that are 5-15 minutes - has been brought into the spotlight by apps like Duolingo or Anki, but it has a proven track record. It also has the added benefit of fitting neatly into the flow of a workday.  

Measuring the benefits of self-directed learning

Like any workplace measure, it’s helpful to see the results of independent learning initiatives.  

There are qualitative responses from both employee feedback and from managers reporting on engagement rates. There are also qualitative metrics that can be impacted by self-directed learning programs. One important one is employee retention, which is currently a major concern for businesses.  

Conclusion

A culture of self-directed learning benefits employers and employees alike. Companies can become more innovative while employees become more engaged. Curious to learn more? Check out how we make learning a habit!

FAQs

What’s the first step in encouraging self-directed learning at work?

Make sure content is easily accessible and simple to navigate.

How do companies measure success in self-driven learning?

Success shows in higher reports of employee engagement, lower employee turnover, and enhanced adaptability.

What tools best support independent learning?

Microlearning technology, allowing people to learn a concentrated segment anytime and anywhere, is an important tool for independent learning.