Informal learning

Informal learning: what it is, examples, and how to strengthen it in the workplace

A large part of what we learn throughout life does not happen in a classroom, a structured course, or within a formal training plan. We learn by observing, talking, experimenting, making mistakes, and collaborating with others. This natural process is known as informal learning, and in the professional environment it represents one of the most important sources of skills development.

In a context where companies need to adapt constantly, informal learning has become a key pillar within talent development strategies. Understanding what it is, how it occurs, and how to integrate it into corporate training allows organizations to take advantage of a type of learning that is already happening—although it often goes unnoticed.

What is informal learning?

Informal learning is the acquisition of knowledge, skills, and competencies that occurs in an unplanned way, outside formal educational structures such as courses, workshops, or training programs. It arises from everyday experience and is closely linked to the context in which it takes place.

Unlike formal learning, it does not follow a curriculum, predefined objectives, or structured assessments. However, its impact is significant, as it is directly connected to real situations and specific problems.

Learning to solve a technical issue by asking a colleague, improving communication after a complex client interaction, or mastering a digital tool through self-exploration are clear examples of informal learning.

Characteristics of informal learning

These characteristics make informal learning highly relevant, as it takes place in the same context where skills are applied.

Differences between formal and informal learning

Both types of learning do not compete; instead, they complement each other within a comprehensive development strategy.

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Advantages and disadvantages of informal learning

Examples of informal learning

Informal learning in companies

In the workplace, informal learning happens constantly. Hallway conversations, internal chats, spontaneous meetings, or collaboration on daily tasks generate practical knowledge that could hardly be conveyed through formal courses alone.

This type of learning is closely related to the concept of learning in the flow of work—that is, learning while working. Solving real problems, observing more experienced colleagues, or sharing knowledge within a team are common examples.

Relationship between formal, informal, and social learning (70-20-10 model)

The role of technology in informal learning

Technology doesn’t “create” informal learning, but it can do something crucial: make it visible, shareable, and scalable. In many companies, informal learning happens through isolated conversations, chat messages, quick demonstrations, or improvised solutions that get lost over time. With the right tools in place, that knowledge no longer depends on individual memory and becomes a reusable asset for the entire organization.

One key use of technology is reducing friction. If asking for help, sharing a best practice, or resolving a question requires too many steps, informal learning remains confined to small circles. On the other hand, digital environments that facilitate collaboration—such as chats, internal communities, topic-based spaces, and notifications—allow knowledge to flow naturally, especially in hybrid or distributed organizations.

Technology also plays an important role in capturing tacit knowledge: what people know how to do but rarely document. For example, a “trick” for handling an issue, a guideline for responding to a difficult customer, or a criterion for prioritizing tasks. Lightweight formats such as microcontent, internal FAQs, short videos, community posts, or example threads help turn that informal knowledge into accessible resources for others.

Finally, technology provides something that informal learning often lacks: signals and data. Without turning it into a formal course, organizations can understand which questions are repeated, which topics generate the most discussion, or which practices are shared most frequently. This information is extremely valuable for L&D: it helps identify real gaps, prioritize formal content, and design more relevant learning paths. In other words, technology allows informal learning to stop being “noise” and become insight.

Por último, la tecnología aporta algo que suele faltar en el aprendizaje informal: señales y datos. Sin necesidad de convertirlo en un curso formal, se puede entender qué dudas se repiten, qué temas generan más conversación o qué prácticas se comparten más. Esa información es oro para L&D: ayuda a detectar brechas reales, priorizar contenidos formales y diseñar itinerarios más relevantes. En otras palabras, la tecnología permite que el aprendizaje informal deje de ser “ruido” y se convierta en insight.

Common mistakes when managing informal learning

Informal learning is powerful precisely because it happens naturally, but that doesn’t mean it should be left entirely to chance. These are the most common (and costly) mistakes when a company tries to promote it without a minimum strategy.

1) Treating it as “something that just happens” rather than as an asset

Many organizations assume informal learning occurs on its own and therefore do not consider it part of the development system. The problem is that, without intention, this learning becomes scattered, depends on personal relationships, and creates inequality: those with more access to experts or who feel confident asking questions learn more. Managing it does not mean formalizing it, but recognizing and enabling it.

2) Confusing informal learning with “doing nothing”

Informal learning is not driven by more courses, but it is not supported by ignoring it either. If there are no spaces for exchange, if collaboration is not encouraged, or if the culture penalizes asking questions, informal learning slows down. The key is designing an environment where sharing is easy and safe: less bureaucracy, more practice.

3) Not creating “places” where informal learning can happen

Without communities, topic-based channels, role-based spaces, or exchange routines, knowledge remains trapped in private conversations. This is especially critical in remote settings: if there is no “digital place” to learn from others, informal learning loses strength. Creating these spaces is not optional—it is the minimum infrastructure needed for knowledge to flow.

4) Not connecting informal and formal learning

One of the most common mistakes is allowing informal learning and formal training to exist in separate worlds. The result is twofold: informal learning remains anecdotal, and formal training loses relevance. The winning strategy is integration: using informal learning to inform formal content, and using formal training to spark conversations and practice in informal contexts (for example, through challenges, case studies, or discussions).

5) Not recognizing or reinforcing knowledge-sharing behaviors

If sharing knowledge receives no form of recognition (formal or informal), it becomes an “extra” activity done only when there is time. And in business, when pressure rises, extra activities disappear. Recognizing the behavior—through visibility, appreciation, badges, or participation in communities—reinforces the culture and makes informal learning sustainable.

6) Trying to measure it like traditional training

Another common mistake is trying to measure informal learning with course-based metrics (completion, tests, scores). Informal learning is measured differently: participation, recurrence, most discussed topics, frequently asked questions, expert contributions, etc. Measuring it appropriately helps improve the strategy without undermining its nature.

Conclusion

Informal learning happens in every organization, but its impact depends on whether the company leaves it as a spontaneous phenomenon or turns it into a real development lever. When it is recognized, enabled, and connected with formal training, informal learning stops being invisible and becomes a competitive advantage: teams learn faster, share best practices, and solve problems more autonomously.

The key is finding the balance: not over-formalizing it, but creating the conditions for it to flow. A culture of collaboration, spaces for exchange, leadership that reinforces it, and technology that reduces friction and captures knowledge. With this approach, informal learning naturally integrates into daily work and helps build a more agile, prepared organization aligned with change.

It is estimated that 75% of learning in a company occurs informally. Knowing how to integrate informal learning with a formal training plan (for example, through an LMS platform) is what enables individual development and business success.

Informal learning can also take place through digital tools and resources, such as the isEazy Engage platform, which gives employees the opportunity to learn in a self-directed and dynamic way.