# Do it Yourself: Employee-Led Learning in the Workplace

Do it Yourself: Employee-Led Learning in the Workplace - Bridge[Skip to content](#content)

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- [By Nichole Marconi](https://www.getbridge.com/author/nichole-marconi/)
- Learning Management System
- September 20, 2018

##### Table of Contents

A shift to [employee-led learning](https://www.hrdive.com/news/employee-led-learning-allowing-workers-to-stray-from-the-beaten-path/526475/) in the workplace demonstrates that some companies are empowering employees to take responsibility for their own professional development. Employee-led learning allows workers to create their own learning experiences and learn more efficiently and effectively.

The rise in employee-led learning is driven in part by the recognition that employees have different learning needs, efforts to keep pace with the changing workplace, and agile workplaces leading the way with on-demand information and adaptability.

By having control of their own learning paths, employees can personalize skill building and professional development, and focus on readily accessible, relevant resources.

### **How Managers Fit In With Employee-led Learning**

It’s worth noting that employee-led learning doesn’t mean employers should be completely hands-off or that managers can’t manage. Organizational responsibility should include both employees and executives, as well as L&D.

Managers can help monitor [employee learning journeys](https://www.getbridge.com/features/journeys/) without being restrictive, and guidelines can provide needed structure. “To inspire self-direction, a culture of continuous learning and development must come from the highest levels of the organization,” and leaders need to communicate that learning is [part of everyone’s job](https://hbr.org/2018/09/make-sure-everyone-on-your-team-sees-learning-as-part-of-their-job).

### **Learning Is Not an Option—But Failure Is**

Managers can help make learning “an expectation—not an option” that fits in with regular work by encouraging and supporting continuous learning, and positioning learning as opportunity for growth rather than just a path to promotion.

Encouraging employees to be curious and experiment with their development inside and outside their [learning management system](https://www.getbridge.com/products/lms/) can help them feel more open to exploring new behaviors and find purpose in learning at work.

Strong cultures of learning celebrate employee success—and don’t ignore failure. Instead, employees need to be allowed to fail, feel comfortable doing so, and learn from it.

Companies can invest as much money as they want into developing their employees, but leaders need to put in the work to build a learning culture: “If you’re a manager who wants to grow your team, demonstrate that you’re committed to growth yourself.”

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Nichole Marconi is a seasoned B2B SaaS leader who has spent more than 25 years helping organizations drive growth through their digital presence. With roots in B2C, ecommerce, and SaaS, she’s built a career around translating technology and products into stories people actually care about. Thanks to Nichole’s background across a range of industries, she brings a unique perspective to the topics today’s L&D and HR practitioners care about most. With a Bachelor of Arts from Goucher College and a background in team sports (she’s a Goucher Athletic Hall of Fame member), Nichole has a uniquely human understanding of effective leadership and teamwork. She has led teams of all sizes: from three-person creative groups to fifty-member global departments. Her leadership style is grounded in clarity, accountability, and trust. Nichole’s decade of leadership experience demonstrates that she cares deeply about manager enablement and is a trusted voice on this topic.

##### Table of Contents

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