Every organization wants its employees to be well-trained, as they prove to be an asset to them. For this reason, many companies have spent more than $86.6 billion on employee training programs in recent times. And still, only 33% of workers are pleased with the growing openings they are providing. Apparently, most organizations know the importance of upgrading the skills of their team, although it's not easy to find a way to engage and train employees.
This might be the same situation as in the 1980s, which forced leadership researchers Robert Eichinger, Morgan McCall, and Michael Lombardo to probe which experiences were most dominant in the growth of accomplished managers. They examined over 200 executives to find out how much they had learned from various experiences. Based on those reports, the researchers then came up with the 70-20-10 model to set standards for designing employee training. The researchers were working with the Center for Creative Leadership (CCL). CCL is a global nonprofit that provides training programs and tools to improve clients’ leadership skills.
So, when it comes to bridging the gap in learning and development (L&D), you can rely on the 70-20-10 model. Let's shed some light on its framework, see what it involves, and see how it can benefit you.
70-20-10 Model for Learning and Development:
The essence of the 70-20-10 model is three types of learning experiences and how each experience helps employees attain skills. The theory indicates that 70% of an employee's knowledge comes from their personal experiences on-the-job, 20% from the communication they have with others, and only 10% from the formal training that they receive.
Most organizations switch their focus from training to performance by using this model effectively. This way, they provide their workforce with a more universal method of learning. Businesses can support and build a better-performing workforce by allowing them to learn by doing and receiving formal training as well. This will increase the success rate of their training programs. The focus will be on effective learning experiences. Let's break down each of the learning experiences in detail.
70%: On-the-job learning: This method is all about learning by doing. And it is called work-based training or experiential learning as well. This type of learning is both natural and self-directed. In this method, employees learn by making mistakes. This way, they will get better at handling their daily tasks like resolving issues, making decisions, and handling tough assignments.
Self-directed learning is quite functional for employees, as it allows them to polish up their skills through practice, executing what they learn in real-life situations, and working independently. Learners get a better understanding of the material in this type of training. Besides, the retention rate for learning on-the-job is also as high as 90% as compared to traditional learning methods. These results can seriously influence the return on investment for any business.
20%: Social learning: Social learning is all about communicating with others and observing them. This happens through managers and co-workers in the workplace. When employees work with their peers and overcome challenges together, they learn a lot from their colleagues. And according to the 70-20-10 model, this accounts for 20% of employees understanding. When an experienced co-worker or manager helps an employee complete a specific task, this mentoring encourages the employee and boosts their confidence. Organizations get many benefits when they use social learning to train their employees. Enhanced productivity and improved revenue are among them. Not only this, but it also uplifts engagement levels, as more than 85% of workers describe social learning as crucial to the workplace.
10%: formal learning: Even though 10% of learning is not much, formal training certainly plays a big part in learning programs. It's a lynchpin to learning and development initiatives and can enhance employee performance by imparting training either face-to-face or online. Face-to-face training comprises workshops, seminars, and group presentations, usually delivered in classroom- like settings. Whereas online learning allows learners to learn from anywhere and at their own pace, it's delivered through a learning management system (LMS). It enables you to offer training in various formats, from xAPI- based courses to webinars and videos. Besides, it's possible for you to track your training progress and evaluate the impact of training on your workforce.
The Importance of the 70-20-10 Model in Modern L&D:
The success of any business heavily relies on the relevant and effective training of its employees. You can provide your team with a meaningful learning experience by using the 70-20-10 model in your L&D programs. Formal training and social learning provide basic knowledge of different skills to employees, and then they will get a chance to apply those ideas in on-the-job training. This way, the productivity and performance of the employees will be enhanced.
Why the 70-20-10 Model Works Well for Employees:
Let's look at some of the reasons why the 70-20-10 model is so effective.
Offers mixed opportunities: Every learner is different, and not everyone learns in the same manner. This model offers a program that includes mixed opportunities that provide employees with the suppleness they look for and mold the learning experience in a way that suits and works for them.
Binds employees: This model has the appropriate tools and resources to engage your team by making learning applicable. When employees get an opportunity to act and make decisions in the workplace, they are more focused and engaged. And importantly, they cooperate with their peers and connect with them without being told to build this crucial relationship.
Adaptive: Usually, the learning opportunities in the 70-20-10 model are provided while working and through communication. And that makes any learning and development program adaptive without compromising on customization. Adaptable learning can take place at any time through the instructions of senior people within the organization. This way, the staff gets trained faster and becomes productive in no time.
Benefits of the 70-20-10 Model:
Employees learn practically: This model is largely known as an informal training method, which is quite effective for employee performance. This model encourages employees to ask a co-worker for help if there is an issue. This way, it can be solved on the spot instead of waiting for the support team. Employees learn practically while they work and get answers to their queries in no time. This makes them more productive, and they learn much quicker.
Enhanced retention rates: The 70-20-10 model keeps employees occupied with learning. This way, they excel in their daily jobs and remain focused on the goals of their career. This results in enhanced retention rates and better job satisfaction rates for the organizations.
Different ways of learning: This model doesn't just rely on arranged learning to train staff; rather, it focuses on both formal and informal learning. Allowing learners to learn using various methods and get the benefit of each approach.
How to Implement the 70-20-10 model in your organization:
Before implementing the 70-20-10 model in your organization, you must know the business inside out and its goals. Let's shed some light on things to consider before implementing this model.
Evaluate on-going learning practices: When you completely understand the ongoing learning practices, you can plan improvements accordingly. It will help you spot the gaps that can form the basis of the 70-20-10 model’s execution. You must have an in-depth understanding of the learning requirements of staff, as it's crucial to administer resources practically.
Create new learning paths: Target the areas that are weak and make new learning paths by designing the model according to the staff's requirements. It's also crucial to offer the staff a wide range of curriculum. This will make sure that the model provides new experiences and has the most viable solutions.
Use Technology: As this model suggests, only 10% of learning takes place through formal training. And for this 10%, you can go for the virtual instructor-led training program. You can also facilitate self-paced learning by providing e-learning courses through a mobile device. Employees can take advantage of mobile learning, which allows them to learn content on their mobile phones at their own pace and from anywhere. So, you can use technology effectively to integrate the 70-20-10 model into your L&D program.
Track and Assess Performance: It’s very crucial to track performance while implementing the model. The employees must get the most out of learning. Their learning experiences should be discussed and refined for better results. Staff surveys, productivity, and errors must be gauged to see whether the training is on the right path or not.
Common obstacles to adopting the 70-20-10 model:
Most people think that the 70-20-10 model is quite simple and can be put into practice easily. But it's not easy; there are some challenges you must address.
Let's look at some challenges and strategies to overcome them.
Absence of learning culture: You must make sure that the company has a decent learning culture before implementing the 70-20-10 model. Everyone in your organization must work on it and encourage a learning atmosphere. Your employees should not hesitate to ask questions; they should do it more confidently and carry out tasks. This can happen in an open and collaborative culture. But usually, this type of culture doesn't exist in organizations. It will take some time for you to create a supportive working environment.
Unengaged senior management: For successful implementation of this model, you must involve all your senior managers. Or else this model will not work. Employees will not learn anything if nobody answers their questions properly. Managers must help newbies to complete their tasks. If managers don't give them enough time, they will also feel uncomfortable asking questions. And learning will be difficult in this kind of environment.
No proper plan: Knowing about the strengths and weaknesses of your employees will guide you to use the 70 -20 -10 model in an effective way. But for this, you must have a proper plan and strategy. Without a proper plan, this model will be a complete waste of time and energy.
Tips to overcome these challenges:
Make your learning culture open to change.
Involve all your seniors and let them support this method of learning.
Plan properly, and make sure you have the tools to successfully implement this model.
Summing up:
The 70-20-10 model allows people to learn in different ways. And it's good for people who have different learning requirements. This wider range fosters great communication and a higher engagement level. Making this model a part of your L&D strategy will bring success to your business.
