Flow-of-Work Learning : Integrating Training into Daily Tasks
Traditional training methods that pull employees away from their work are becoming increasingly obsolete.
Learning about Flow-of-Work Learning
- Flow-of-work learning is a name given to an idea introduced by a famous industry analyst, Josh Bersin in 2018 to give employees learning opportunities as part of their workflow(Bersin, 2018). Instead of keeping training and work as two distinct entities or activities carried out on a formal level and on a schedule. This method presents the content at the point of need meaning that once learners have acquired a new knowledge, they can go back to work. This integration has acknowledged that learning should be as practical as working days and working lives so that learning becomes an extension of working and not a distractor of it(Deel, 2024).
- The concept aims to refute the old school of thought which holds that learning has to be formal and structured. It does not just accept the fact that in a work environment where there is complexity and uncertainty it is a risky strategy to confine learning to a separate part of our daily tasks(Edume, 2023).
The Business Case for Embedded Learning 🤝
- The indication in support of the flow-of-work learning is strong. It has been established that 70% of the skills of the employees are acquired during the job itself and only a 10% of it is taught during the training classes(EI Design, 2024). This fact on its own justifies the necessity to incorporate learning in everyday working processes. Moreover, an organization that has a fully developed employee training program will experience 218% higher revenue per employee as compared to other companies that do not have a structure training program(eLearning Industry, 2025).
- The productivity improvement is also remarkable. When an organization gets the right training that the employees need, the organizations become 17% more productive and 21% more profitable(Harvard Business School Online, 2025). In a study of the industry, flow-of-work learning can lead to an 8% increase in productivity and add 720 working hours every year which equals 30 days(Valamis, 2025). Such gains are by less time out of task and greater contextual use of theoretical knowledge.
- What is perhaps the most worrying aspect as an organization still uses traditional methods is the gap on implementation. 88% of the employees say that they find it difficult to apply the skills of an isolated training session to their day-to-day job(SpotCheck, 2024). This disconnection is more than a wasted investment in training and it is also competitive advantage disappearing in fast changing markets.
Basic Principles of successful Implementation📋
01. Contextual Relevance
- Flow of work learning is contextual in nature and it takes place in the middle of the flow and is directly connected with the task or project or challenge being faced. The relevance will guarantee that new knowledge and skills may be applied immediately and the brain will be more aware of the main peculiarities of processes and adjust knowledge to a concrete situation. It has been shown that when training is contextually relevant to the needs of employees and they will be able to engage it 300% better(SpotCheck, 2024).
02. Unlimited and in-Demand Access.
- Flow-of-work learning is a continuous process unlike the conventional methods of finite training. The learning resources are made available to the employees whenever they require them and this has created an opportunity of just in time learning experiences that cover immediate skills shortcomings(Growth Engineering, 2025). Such ondemand access is vital since an average employee spends no more than 24 minutes per week being formally educated(Bersin, 2018). In the study conducted by LinkedIn, 58% of employees wish to learn at their own pace and 49% in the flow of work(eLearning Industry, 2025).
03. Seamless Integration
- Learning in the flow of work removes the necessity of people to alter their surroundings or to switch attention to become a part of learning processes. Instead of having employees go out of their way to find information within the learning platforms, the information pertaining to what the learner needs is made available to him as per the situation at hand(Together Platform, 2023). This smooth migration happens within the particular software or tools that the employees are already using on their day to day activities.
Implementation Strategies in Practice♟️
01. Incidents of embedding Learning Tools into Work Processes.
- Organizations are advised to incorporate learning material into the forums where employees conduct their day to day activities(EI Design, 2024). Indicatively, Salesforce has integrated microlearning modules directly into its CRM platform which effectively enables sales teams to access "three minute" demos and complete quick quizzes without leaving their workflow which was made in January 2024. The outcomes were impressive. Sales productivity was increased by 17 percent% and product knowledge was improved by 22% in 6 months(Upskillist, 2025).
02. Create Realistic Learning Experiences
- The advanced technologies are capable of simulating work situations where employees can acquire skills in a safe and controlled environment. Virtual reality creates the environments of simulation of the complex tasks without any real life outcome whereas augmented reality adds the digital data on the current workplace and provides the realtime guidance and contextual support(Edume, 2023). The technologies enable employees to acquire useful experience without interfering with the daily operations.
03. Incorporate Learning in the routine functions.
- Embedded learning is a potent factor of project debriefs. In June 2023, Google introduced engineering team mandatory debriefs (lasting 15 minutes) that happen after each sprint and are based on identifying successes, challenges and actionable improvements. The program led to a 30% decrease in the rate of repeat errors and 18% increase in the team collaboration scores.
04. Take Advantage of Performance Support Tools.
- Instant guidance can be provided by real time learning tools that comprehend the actions of the user across different applications without necessarily being requested by the employees. These performance support systems provide contextual assistance at the point of need which means that there is reduced pressure on employees to seek out information and efficiency is enhanced(Valamis, 2025).
Measuring Impact and ROI
- Flow-of-work learning is not only effective according to productivity measures. Studies indicate that training at work has a positive effect on 92% of the employees in terms of job engagement. Moreover, when employees are well trained, then about 80% of them would serve longer in their organization. Recent research affirms that the performance appraisal at the workplace is attributed to the training by 62.5% which is statistically significant in influencing the performance of employees(International Journal of Scientific and Research Publications, 2025).
There is also an increase in rates of knowledge retention in
organizations that deploy flow-of-work learning. The researchers discovered
that flow-of-work learning represented by active learning is much more effective
than passive learning methods (Garrad and Chamorro-Premuzic, 2019). This increased retention turns
into direct benefits in terms of job satisfaction as well as lowering training
expenditure in the long run.
- Flow-of-work learning is also especially effective in remote working and global work teams enabling the uniform and scalable training remedies across distributed workforces. With the global workforce training market projected to hit a mark of 401 Bn by the year 2024, organizations are discovering that the traditional training models are not in a position to meet the speed of technological change and the skill demands.
- The transformation to flow-of-work learning is not just a technological update but a revolution in the way organizations are creating development programs to help employees advance. Companies that encourage cultures of continuous improvement, agility and innovation do so by making learning an integral component of their daily work as opposed to a separate activity. The strategy does not only help personal employees to have a constant growth potential but puts organizations in a longterm success in a constantly evolving business environment.
- The framework 5 Moments of Need that was first developed by Gottfredson and Mosher (2011) can offer a more specific method of implementing learning into the working process. It puts the emphasis not on learning but on performing and it points at five situations in which the employees need to be supported (Gottfredson and Mosher, 2011).
Conclusion :
With the business world being reconfigured by automation, artificial intelligence and novel job models, lifelong learning has turned out to be an economic necessity. 80% of the CEOs have cited new skills as the largest business challenge(Deel, 2024). Flow-of-work learning can solve this dilemma as it incorporates education into day-to-day operations in a seamless way so that employees learn what they need to know when they need it. Companies that adopt the stance place themselves in a position to succeed in a world where flexibility and lifelong learning are not only competitive capabilities but survival skills as well.
List of References
01. Bersin, J. (2018) 'A New Paradigm For Corporate Training. Learning In The Flow of Work', joshbersin.com, 7 July. Available at https://joshbersin.com/2018/06/a-new-paradigm-for-corporate-training-learning-in-the-flow-of-work/ [Accessed on 05th Nov 2025 @ 7:50 am].
02. Deel (2024) 'Learning in the flow of work', Deel Glossary 21. Available at https://www.deel.com/glossary/learning-in-the-flow-of-work/ [Accessed on 05th Nov 2025 @ 8:10 am].
03. Edume (2023) 'What is Learning in the Flow of Work: Definition, Best Practices and Benefits', 6 March. Available at https://www.edume.com/blog/what-is-learning-in-the-flow-of-work [Accessed on 05th Nov 2025 @ 8:25 am].
04. EI Design (2024) '7 Strategies to Integrate Skill Building into Everyday Work', 3 November. Available at https://www.eidesign.net/7-strategies-to-integrate-skill-building-into-everyday-work/ [Accessed on 05th Nov 2025 @ 8:45 am].
05. eLearning Industry (2025) 'Employee Training Statistics, Trends and Data In 2025', 2 June. Available at https://elearningindustry.com/employee-training-statistics-trends-and-data [Accessed on 05th Nov 2025 @ 9:10 am].
06. Garrad, L. and Chamorro-Premuzic, T. (2019) 'Making Learning a Part of Everyday Work', Harvard Business Review, 18 February. Available at https://hbr.org/2019/02/making-learning-a-part-of-everyday-work [Accessed on 05th Nov 2025 @ 9:20 am].
07. Growth Engineering (2025) 'Learning in the Flow of Work: The Ultimate Guide', 22 January. Available at https://www.growthengineering.co.uk/learning-in-the-flow-of-work/ [Accessed on 05th Nov 2025 @ 9:45 am].
08. Harvard Business School Online (2025) '5 Benefits of Corporate Employee Training & Development', 21 May. Available at https://online.hbs.edu/blog/post/employee-training-development [Accessed on 05th Nov 2025 @ 10:00 am].
09. International Journal of Scientific and Research Publications (2025) 'The effects of training on improving employee performance', 15(2), February. Available at https://www.ijsrp.org/research-paper-0225/ijsrp-p15802.pdf [Accessed on 05th Nov 2025 @ 10:20 am].
10. SpotCheck (2024) 'Learning in the Flow of Work: Meet Learners Where They Are', White Paper, 3 November. Available at https://assets.ctfassets.net/92yop6rduul9/4o5RLxdjvC022gEQ205IdU/b248af1af1320b97786c43a71abddc7b/White_Paper___Meet_the_Learners_Where_They_Are__Learning_in_the_Flow_of_Work.pdf [Accessed on 05th Nov 2025 @ 10:30 am].
11. Thirst (2023) 'The Importance of Learning in the Flow of Work for L&D', Thirst Blog, 23 July. Available at https://thirst.io/blog/learning-in-the-flow-of-work/ [Accessed on 05th Nov 2025 @ 10:40 am].
12. Together Platform (2023) 'What is Learning in the Flow of Work? Definition, Best Practices and Examples', 18 September. Available at https://www.togetherplatform.com/blog/what-is-learning-in-the-flow-of-work-definition-best-practices-examples [Accessed on 05th Nov 2025 @ 10:50 am].
13. Upskillist (2025) '5 Ways to Embed Learning in Daily Workflows', 26 October. Available at https://www.upskillist.com/blog/5-ways-to-embed-learning-in-daily-workflows/ [Accessed on 05th Nov 2025 @ 11:10 am].
14. Valamis (2025) 'Learning in the Flow of Work: A Guide for Managers ', 29 September. Available at https://www.valamis.com/blog/learning-in-the-flow-of-work [Accessed on 05th Nov 2025 @ 11:25 am].
15. Gottfredson, C. and Mosher, B. (2011) Innovative Performance Support: Strategies and Practices for Learning in the Workflow. New York: McGraw-Hill Professional.
Your article has captured the essence of modern workplace learning so well. What really struck a chord with me was how 'learning becomes an extension of working and not a distractor of it', which aptly guides us to remember that training is meant to empower and not interrupt. Compelling examples from Salesforce and Google drilled home the point as to how embedded learning drives real results. Thank you for sharing such a well-researched and forward-thinking article.
ReplyDeleteThank you so much for taking the time to leave such a thoughtful and encouraging comment!
DeleteI’m glad the Salesforce and Google examples helped illustrate the real world impact. Your feedback means a lot and motivates me to keep exploring these important topics.
This is an excellent and well-researched blog that captures the essence of “Flow-of-Work Learning” with clarity and depth. It effectively connects theory, real-world applications, and current industry data, showcasing how embedded learning enhances productivity and engagement. The practical examples—such as Salesforce and Google—add strong credibility, while the conclusion smartly ties learning innovation to future workforce adaptability. Overall, the writing is original, professional, and analytically sound, with no signs of AI-generated phrasing or plagiarism.
ReplyDeleteThank you for such a comprehensive and affirming review! I’m genuinely grateful that you found the research solid and the connection between theory and practice clear.
DeleteThis article effectively presents Flow-of-Work Learning as a transformative approach in modern L&D. It clearly explains how embedding learning into daily tasks, rather than separating it from work, can enhance productivity, knowledge retention, and engagement. By citing examples from Salesforce, Google, and advanced technologies like VR and AR, the article demonstrates practical applications and tangible benefits. It also emphasizes the strategic value of continuous, contextually relevant, and on-demand learning for both employees and organizations. Overall, the piece highlights flow-of-work learning as a necessary evolution in corporate training, fostering a culture of continuous development, adaptability, and long-term organizational success.
ReplyDeleteThanks to such a detailed summary and positive feedback! I am happy that you got the message of transitioning to the philosophy of the isolated training events to integrating learning in day to day practices. An essential point that you mentioned is that it is not only about the convenience but about a culture of flexibility.
DeleteYour paragraph clearly highlights the accelerating impact of automation and AI on the business landscape and effectively underscores why lifelong learning has become essential rather than optional. The emphasis on CEOs identifying skills gaps as a major challenge strengthens your argument with a concrete data point.
ReplyDeleteThank you so much for taking time for reading. The statistics regarding CEO's who recognize the gaps of skills is quite a wakeup call to the industry. It implies that we must get out of the habit of thinking of Learning and Development as mere training and think of it as business survival approach. I would be keen to know how you would suggest that shift can be supported better by leaders.
DeleteFlow-of-work learning is revolutionizing employee training by integrating learning into daily tasks rather than isolating it in formal sessions. This approach allows employees to learn in context, improving skill retention and reducing the disruption to workflow. The benefits are clear: higher productivity, more engaged employees, and a direct impact on performance. By providing on-demand, seamless access to learning resources within the tools employees already use, organizations can foster continuous development without pulling people away from their tasks. As businesses face the need for ongoing skill development in an ever-changing environment, flow-of-work learning presents a practical, scalable solution for modern workplaces.
ReplyDeleteThis is a great summary, thank you. You have also managed to describe how the concept of flow of work learning reorganizes training by placing it within the context of regular operations. The claim of scalability is most specifically relevant to distributed teams. Have you noticed this approach to be implemented in your organization? I would be glad to know your experience.
DeleteThis blog offers a great in-depth discussion about Flow-of-Work Learning (FoWL) and offers a strong and evidence-based case to adopt the approach as the successor to outdated, pull-based training models. It is an excellent post because of the clear outline employed by the author, combining the basic concepts with the examples of the real-life application (e.g., Salesforce, Google).
ReplyDeleteI appreciate your critical comments. It is also a good sign that you found yourself relating to the combination of theoretical frameworks and real life examples. Both case studies of Salesforce and Google demonstrate that flow of work learning can provide measurable results when implemented in a strategically planned way. Where would you most like to see this approach applied more in an industry or within a context setting?
DeleteThis is such a relevant point! In today’s fast-changing business world, learning can’t be an occasional eventit has to be woven into daily work. Flow-of-work learning seems like a smart way to help employees acquire the skills they need in real time, keeping both the workforce and the organization agile. It really drives home the idea that continuous learning isn’t just a perk—it’s essential for survival in the age of AI and automation.
ReplyDeleteIn fact, you have emphasized the critical shift in understanding learning as a particular event to referring to it as a process. Agility is essential in the era of the artificial intelligence and flow of work learning enables the organization to adapt accordingly to changes at the same pace. What do you consider are the best practices of developing this continuous learning mentality?
DeleteHi Naveen, yes, you are rightly noticed that instead of managing courses, HR now needs to design systems that support continuous, contextual and on demand learning. The evidence presented in the article makes the business case very meaningful. Studies showing higher productivity, better engagement and improved retention demonstrate that learning in the flow of work is not only convenient but also a strategic tool for performance. The examples from Salesforce and Google illustrate how embedded learning turns knowledge into action because employees apply new skills immediately rather than struggling to transfer lessons from isolated training sessions. With rapid technological change and constant skill gaps, HR must create conditions where employees grow while they work, rather than stepping away from their work to grow. This is essential in organizations that want to remain agile, innovative and competitive. When learning becomes part of the work itself, companies build stronger skills, faster adaptation and a workforce ready for future challenges.
ReplyDeleteThank you for this insightful perspective! You have articulated perfectly how HR's role is evolving from course management to designing learning ecosystems. Your point about "growing while working but not stepping away to grow" captures the essence of sustainable workforce development in our rapidly changing business environment.
DeleteExcellent, practical piece clear, well referenced and highly actionable. I love how you link theory (Bersin, 5 Moments of Need) to real practice (Salesforce, Google) and quantify the business case the productivity and retention stats make a persuasive ROI argument. The emphasis on contextual relevance, seamless integration and performance support tools captures exactly what modern L&D should be about, especially for distributed teams. One question for you: for smaller or resource constrained organisations, what would be the single most impact generating, low cost first step to start embedding learning into the flow of work?
ReplyDeleteThank you for this excellent question! For resource constrained organizations, I would recommend starting with structured peer learning moments. Brief post project debriefs or weekly knowledge sharing sessions embedded into existing meetings. It requires minimal technology investment, leverages internal expertise and builds a continuous learning culture organically. What's your organization's context?
DeleteNaveen your research is very much comprehensive and forward-looking analysis of flow-of-work learning. I particularly value how you connected Bersin’s concept with strong empirical data on productivity, skill application, and ROI. Your emphasis on contextual relevance, seamless integration, and just-in-time access clearly shows why embedded learning is more effective than traditional pull out training. The practical examples from Salesforce and Google bring the concept to life, while the link to the 5 Moments of Need provides strong theoretical grounding. This is a compelling case for repositioning learning as a performance enabler rather than a separate event.
ReplyDeleteThank you for such thoughtful feedback! Im glad the blend of theory and empirical evidence resonated with you. The concept of "Learning as a performance enabler" perfectly captures the paradigm shift organizations need to embrace. How do you see this approach evolving in your own Learning and Development context?
DeleteNaveen, your article brilliantly highlights the shift from traditional training methods to flow-of-work learning, emphasizing its potential to boost productivity and employee engagement. The statistics and examples you've cited, such as Salesforce's 17% increase in sales productivity, effectively demonstrate the tangible benefits of this approach. The 5 Moments of Need framework by Gottfredson and Mosher (2011) provides a solid theoretical foundation for implementing learning into the workflow, focusing on supporting employees at critical points of need.
ReplyDeleteThank you so much for your thoughtful and encouraging feedback. I'm glad the shift from traditional training to flow-of-work learning resonated with you and that the statistics like Salesforce's 17% productivity increase helped demonstrate the tangible business impact. Your recognition of the 5 Moments of Need framework by Gottfredson and Mosher is particularly appreciated as it provides the pedagogical foundation that makes workflow learning strategically sound and not just operationally convenient. Thank you for engaging so deeply with the content and for your support!
DeleteThis piece looks at how flow-of-work learning can change things in today's workplaces. When training is part of the daily routine, people remember skills better, become more productive, and get more involved (Bersin, 2018; Deel, 2024). On-demand learning that fits the situation makes sure workers get info when they need it, which connects what they learn to how they use it (SpotCheck, 2024; EI Design, 2024). Companies such as Salesforce and Google have seen increases in how well they work, how well they collaborate, and how few mistakes they make by adding learning to their workflows (Upskillist, 2025; Edume, 2023). All in all, flow-of-work learning is a smart way to keep growing, matching worker growth with how well the company does, and encouraging a flexible and inventive attitude (Garrad & Chamorro-Premuzic, 2019; Valamis, 2025).
ReplyDeleteThank you so much for this comprehensive and well referenced summary of flow-of-work learning. Your analysis effectively captures how embedding learning into daily routines enhances retention, productivity and engagement. Your citation of real world examples from Salesforce and Google reinforces the tangible business impact. I particularly appreciate how you've connected worker growth with organizational performance and the cultivation of a flexible and inventive mindset(Mohandes, 2025). Your thoughtful engagement with the material and thorough approach to the topic is truly valued. Thanks for reading!
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[1] https://www.emerald.com/sasbe/article/doi/10.1108/SASBE-04-2025-0200/1317840/A-fuzzy-based-approach-to-understanding-barriers (Access on 6th Dec 2025 @ 18:25)
A good article. This article perfectly articulates how Integrating training into daily tasks is a powerful way to make learning continuous, practical, and relevant. When development becomes part of everyday work, employees can apply new skills immediately, boosting both performance and confidence. This approach truly supports a culture of ongoing growth and adaptability.
ReplyDeleteThank you so much for your kind words and insightful reflection. Your emphasis on how integrating training into daily tasks makes learning continuous, practical and immediately applicable captures the core strength of flow-of-work learning (Bersin, 2018; Valamis, 2025). The connection you've drawn between immediate skill application, performance improvement and confidence building is exactly why this approach is so transformative for creating a culture of ongoing growth and adaptability (Garrad & Chamorro-Premuzic, 2019). Really appreciate you taking the time to read and share your thoughts!
DeleteHi Naveen, this piece offers a very thoughtful explanation of why flow-of-work learning represents more than a training technique and is actually a shift in organisational capability building. What I appreciated most is your emphasis on contextual relevance, especially the idea that employees retain and apply skills better when learning takes place exactly at the moment of need. That insight clearly links L&D investments to real productivity outcomes and avoids the traditional problem of content that never gets used in practice. Your use of examples, including how Salesforce embedded micro-modules into its CRM, helps demonstrate the practicality of implementation. A very convincing argument for why embedded learning is becoming a strategic priority in modern workplaces.
ReplyDeleteThank you so much for this deeply thoughtful and encouraging comment. Your point about flow-of-work learning being a shift in organisational capability building rather than just another training technique really captures the core argument of the piece (Bersin, 2018; Garrad and Chamorro Premuzic, 2019). The way you highlight contextual relevance and the “Moment of need” connection to real productivity outcomes supported by practical examples like Salesforce’s embedded micro modules adds powerful reinforcement to the case for embedded learning as a strategic priority (Valamis, 2025).
DeleteHi Naveen, that statistic about 88% of employees struggling to apply isolated training skills is a huge takeaway. Flow of work learning, by prioritizing contextual relevance and seamless integration, directly addresses this application gap. Making learning on demand within employees' daily tools is the key to turning knowledge into immediate, towards the enhancement of performance gains, ensuring organizational agility.
ReplyDeleteThank you so much for highlighting that critical statistic and its implications. You're absolutely right the 88% application gap demonstrates exactly why isolated training fails and flow-of-work learning directly addresses this by prioritizing contextual relevance and seamless integration into daily tools (Bersin, 2018; Deel, 2024). When learning is ondemand and embedded where employees actually work knowledge transforms into immediate performance gains driving organizational agility and ensuring Learning and dev. investments deliver real business impact (Valamis, 2025). Really appreciate your insightful engagement with the article!
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