How to Use the 70-20-10 Model with eLearning, Microlearning, and Just-in-Time Resources
Introduction: Understanding the 70-20-10 Model for L&D
The 70-20-10 Model is a popular approach to learning and development (L&D) that helps employees grow in their roles. It breaks learning into three parts: 70% comes from hands-on experience, 20% from social interactions (like coaching and teamwork), and 10% from formal training (like courses or workshops). But to really make this Model work in today’s fast-paced world, companies need custom learning tools.
Take Sarah, for example. She’s a new manager at a growing company. Most of her learning happens on the job as she leads her team (the 70%), but she also learns from chatting with her mentor and coworkers (the 20%). And when she needs extra guidance, she takes an online leadership course (the 10%). With the right custom tools—like eLearning and quick how-to videos—Sarah can access just what she needs, exactly when she needs it, making learning faster and more effective.
With eLearning, microlearning, and just-in-time resources, companies can deliver the right content at the right time, tailored to their specific needs. These tools not only enhance the 70-20-10 Model but also make learning more accessible, engaging, and impactful for your team.
Breaking Down the 70-20-10 Model: How It Supports Modern Learning
Let’s take a closer look at each part of the 70-20-10 Model and see how it helps people learn at work.
70%: Learning from Experience
Most of what people learn comes from doing their actual job. Think of tasks like handling customer calls, solving problems, or managing projects. These real-life experiences help employees build skills quickly.
But just-in-time resources—like short videos or guides—can be super helpful here. For example, if an employee needs a quick refresher on how to use a software tool, they can watch a short video or read a step-by-step guide. This way, they get the info they need right away and can keep working without delays.
People learn most from on-the-job experience.
20%: Learning from Others
We also learn a lot by working with others. Whether it’s through chatting with coworkers, getting advice from a mentor, or sharing ideas in team meetings, learning from others is key.
Tools like online forums or chat platforms can help with this. Employees can easily ask questions, share tips, or solve problems together, even if they’re working from different locations.
20% of learning comes from peer learning.
10%: Formal Learning
Formal learning, like courses or training programs, makes up the smallest part of the Model. These programs are important for giving employees foundational knowledge and skills.
Custom eLearning courses are a great way to make formal learning more engaging and flexible. Instead of sitting through long, boring lectures, employees can learn through interactive, online lessons that are designed to fit their needs.
Only 10% of learning comes from formal avenues.
The Importance of Custom Learning Solutions in the 70-20-10 Model
To make the 70-20-10 Model really work, it’s important to use custom learning tools. These tools can be designed specifically for your company’s needs, making learning easier and faster for everyone.
eLearning:
Custom eLearning lets employees learn at their own pace. It’s like taking an online course that’s built just for your company.
For example, if your team needs training on new software, a custom eLearning course can walk them through it step-by-step, with videos and quizzes to help them understand.
eLearning is a great way for companies to train their employees online. With eLearning, workers can take courses, watch videos, and complete activities from anywhere. This makes learning more fun and easier to fit into busy workdays. But how can companies use eLearning, and what does it look like in real life? Let’s check out some examples.
Custom eLearning lets employees learn at their own pace.
1. Onboarding New Employees
When new people join the company, eLearning is a great way to teach them what they need to know. Instead of long meetings, new hires can go through online courses at their own speed. This makes sure everyone gets the same training.
How It’s Used: A company can create a series of eLearning lessons that teach new hires about the company’s rules, tools, and work process.
Example: A tech company builds a course for new workers. The course shows how to use their coding tools and project systems. New employees can take quizzes and do hands-on activities to practice their skills.
2. Compliance Training
Every company has rules to follow, like safety guidelines or privacy laws. Compliance training makes sure employees know these rules. eLearning makes it easy to train everyone and keep track of who’s done the training.
How It’s Used: Employees can log in, complete the course, and take a quiz to prove they understand the rules.
Example: A retail store uses eLearning to train staff on safety rules. After watching videos and taking quizzes, the system updates managers to show who has completed the training.
3. Upskilling and Reskilling
When employees need to learn new skills for their jobs, eLearning is a perfect fit. They can pick courses that match their current level and learn at their own pace.
How It’s Used: A company can offer different learning paths for each job role. This helps employees learn what they need based on their skills.
Example: A marketing company creates eLearning courses to teach new advertising skills. Beginners can take basic courses on social media, while advanced workers can learn about digital ad strategies.
4. Product and Service Training
When a company launches a new product or service, the team needs to learn about it quickly. eLearning makes it easy to share all the important details without needing in-person training.
How It’s Used: The company can create an eLearning course to teach workers about new product features and benefits.
Example: A software company rolls out a new product. They create an eLearning course that explains the product’s features. Sales reps take the course so they know how to explain it to customers.
5. Leadership and Management Training
Developing strong leaders is important for every company. eLearning helps employees learn leadership skills, like how to manage teams, make decisions, and solve problems.
How It’s Used: Companies can build eLearning courses that focus on skills like teamwork, communication, and conflict resolution.
Example: A company creates an online leadership course for employees who want to become managers. They learn how to lead meetings, coach their teams, and solve issues in the workplace.
Microlearning:
Microlearning breaks information into small chunks. Instead of sitting through long lessons, employees get quick, bite-sized lessons that cover one topic at a time.
For example, a short video that explains how to do a simple task, like sending an email to a client, is more useful and easier to remember than a long training session.
1. Quick Skills Training
Microlearning is perfect for teaching simple skills in just a few minutes. Employees don’t need to sit through long lessons. Instead, they can learn what they need quickly and get back to work.
How It’s Used: Companies can create short videos or guides that teach a single task, like using a tool or handling a specific problem.
Example: A customer service company makes a 3-minute video that shows how to respond to customer emails. Workers can watch it before starting their shift to refresh their skills.
2. Ongoing Learning
Sometimes, employees need to keep learning new things over time. Instead of trying to learn everything at once, microlearning breaks the information into small chunks, making it easier to remember.
How It’s Used: Employees can get daily or weekly lessons that only take a few minutes to complete. This helps them slowly build up their skills.
Example: A healthcare company sends out a new 5-minute microlearning video each week. Nurses learn about the latest procedures or safety tips in bite-sized lessons that fit into their busy schedules.
3. Product or Service Updates
When companies update their products or services, employees need to stay informed. Microlearning is great for teaching small changes or new features without taking too much time.
How It’s Used: Use short videos or step-by-step guides to explain changes and updates quickly.
Example: A software company rolls out an update to its app. Instead of long training, they create short lessons that explain the new features. Employees can watch a 3-minute video to learn how to help customers with the updated version.
Just-in-Time Resources:
These are learning tools employees can use whenever they need them—like quick guides, FAQs, or short videos. Let’s say an employee forgets how to reset a password or handle a customer complaint. Instead of searching through long documents, they can pull up a short guide or video right when they need it.
Let’s explore how just-in-time resources are used and see some examples:
This Job Aid we designed shows salespeople the core differences between the two Nintendo Switch console options.
1. Quick Problem Solving
Sometimes, employees face a problem they can’t solve on their own. With just-in-time resources, they can quickly find the answer and get back to work. These resources are short, easy to follow, and ready when needed.
How It’s Used: Companies create a library of resources, like how-to videos or FAQ pages, that employees can access anytime.
Example: A customer service team uses just-in-time videos to learn how to fix common tech issues. If a customer calls with a problem, the rep can pull up a 3-minute video showing how to fix it, right while they’re on the phone.
2. On-the-Job Learning
Just-in-time resources help employees learn as they work. Instead of sitting through long training, they can look up a guide or tutorial whenever they need help with a specific task.
How It’s Used: Create simple guides, like step-by-step instructions or cheat sheets, that employees can use while working.
Example: A warehouse employee forgets how to use a new piece of equipment. They pull up a short guide on their phone that walks them through it step by step. They can quickly refresh their memory without waiting for help.
3. Product or Service Help
When a company launches a new product or service, employees may need quick help understanding it. Just-in-time resources make it easy for them to learn about new features without needing a full course.
How It’s Used: Companies create short videos or tutorials explaining new products and how to use them.
Example: A retail store launches a new item, and workers need to know how it works. They can access a short video that explains the product’s features and how to help customers with it.
4. Anytime, Anywhere Access
Just-in-time resources are available whenever and wherever employees need them. Whether it’s on a computer or mobile phone, employees can look up the information they need, even if they’re working from home or in the field.
How It’s Used: Companies use mobile apps or cloud-based platforms to store resources that employees can access from any device.
Example: A sales rep on the road needs to double-check pricing details for a client. They open an app on their phone, quickly find the pricing sheet, and give the correct information during the meeting.
5. Training Refreshers
Sometimes, employees need a quick reminder about something they’ve learned before. Just-in-time resources are great for refreshers, helping employees stay sharp without going through long retraining sessions.
How It’s Used: Companies create short quizzes or videos to review important tasks, policies, or skills.
Example: An employee needs to review the company’s policy on handling returns. Instead of sitting through another training session, they pull up a 2-minute video that gives a quick refresher on the steps.
Why Just-in-Time Resources Work
Just-in-time resources are helpful because they save time and make learning easy. Here’s why they’re great:
Fast Access: Employees can get the information they need right away.
Easy to Use: Short, clear guides or videos make problem-solving quick and simple.
On-the-Go Learning: Workers can use these resources anytime, anywhere, even on the job.
Keeps Skills Fresh: Just-in-time resources help employees stay up-to-date without long retraining sessions.
By using just-in-time resources, companies can give their employees the tools to learn quickly and stay productive.
Pro Tips for Using Custom Learning Solutions in the 70-20-10 Model
Here are some tips to help you get the most out of custom learning tools with the 70-20-10 Model.
Blended Learning:
Combine different types of learning. Use custom eLearning for the 10%, team projects for the 20%, and hands-on tasks for the 70%. This helps employees learn in different ways, keeping them engaged.
Pro Tip: For example, use an eLearning course to teach basic skills, then encourage employees to practice those skills on the job with support from a mentor.
Use Data to Improve:
Track how employees are using the learning tools. Look at data from eLearning courses to see which lessons are working and which need improvement. This helps you make sure the training is effective.
Pro Tip: If you notice employees are struggling with a specific lesson, create a microlearning video or a short guide to explain it more clearly.
Personalize the Learning:
Tailor training to meet the needs of each employee. For example, a new hire might need beginner-level training, while a senior employee might need more advanced lessons. Custom learning tools can be designed to meet these different needs.
Pro Tip: Create learning paths based on job roles. This way, employees only learn what’s most relevant to them, saving time and boosting motivation.
By following these tips, you can make sure your learning solutions fit your company’s unique needs, helping everyone learn better and faster.
Aa Learning Management System is a great way to personalize learning for employees.
Key Benefits of Custom-Designed Learning Solutions for Businesses
Using custom-designed learning solutions doesn’t just help employees—it benefits the whole company. Here are some key advantages:
Better Engagement:
When learning is customized, employees are more interested and engaged. Interactive eLearning courses, short videos, and quick guides keep things fun and easy to understand.
Example: Instead of a long, boring training session, imagine your team completing a quick, game-like quiz that teaches them a new skill. They’ll be more likely to remember it!
Higher Productivity:
Employees who have easy access to learning tools can solve problems faster. They don’t waste time looking for information or waiting for help—they have what they need right at their fingertips.
Example: An employee who’s forgotten how to use a feature in a software program can watch a short, custom video to refresh their memory in minutes.
Saving Time and Money:
Custom learning tools can be reused as your team grows. Instead of paying for new training every time, you have resources that work for everyone—whether it’s one new hire or ten.
Example: A well-designed eLearning course can be used to train every new employee, saving you time and the cost of in-person trainers.
Staying Competitive:
When your team learns quickly and stays up-to-date with the latest skills, your company becomes more competitive. Custom learning solutions help your team stay sharp and ready to tackle new challenges.
By investing in custom learning, your business can grow stronger and more efficient, while employees feel more supported and confident.
Conclusion: Enhance Your 70-20-10 Strategy with Custom Learning Solutions
The 70-20-10 Model is a great way to develop your employees, but adding custom learning solutions can take it to the next level. With tools like eLearning, microlearning, and just-in-time resources, your team gets exactly what they need, when they need it. This not only helps them grow faster but also keeps them engaged and productive.
Whether it’s building interactive eLearning courses or creating quick microlearning videos, custom learning solutions make training more flexible, engaging, and effective.
Remember, you don’t have to tackle this alone—Skill Mammoth specializes in designing tailored learning tools that fit your company’s unique needs. Reach out today, and let’s create a learning strategy that works for your team!