Using the 70/20/10 model in a hybrid work climate

Using the 70/20/10 model in a hybrid work climate will deliver better learning to your workforce.

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Using the 70/20/10 model in a hybrid work climate will deliver better learning to your workforce. It will help you get the best ROI from your learning investment. In this article we will show you how to maximize not only the 10% of formal learning but how to complement the 70% of on the job learning through scenario based learning.

Learning through real life experiences and scenario based learning will enhance your workforce and have your workforce think practically – this is where the majority of learning takes place, by actively doing it. In a hybrid working environment , many employees engage less – or even disengage – so how can you make it possible to create a similar learning system that takes place ‘in your workplace’? The 70/20/10 model gives clear structure to a learning and training strategy.

70% – Learning through experience and doing.

Learning real job skills through real life scenarios adds impetus, urgency and more weight to the process of learning. It’s mostly at your work that you consider past experiences – they’re real and they mean more to all concerned – and are considerably more relevant.

So if your employees are not getting as much face to face time and are working remotely more which means they could be more removed from the normal experiences they would have to learn on the job, how can we continue this learning in a hybrid work environment? Your workforce can learn through the relevant tasks in a real context and can make associations in how it relates to their everyday work, using scenarios and real-life events. They’ll get more out of the learning as they work through the problems and scenarios that will engender confidence. As such tasks come up, so too does the ability to recognise the issues and this enables the skills needed to achieve them.

This is a huge part of the learning process and using other methods of learning and retention such as learning management systems and training should consolidate on the learnings, particularly in a hybrid setting. With a reduction in a face to face environment, finding other means to repeat the learnings is vital for your workforce to retain their knowledge.

20% Social learning and mentoring.
Learning from others through mentoring, trainings has great value. In day to day roles, interactions and communication will help to guide your workforce through minefields.

A positive, cohesive and communicative team is an efficient one. By neglecting this 20%, your organisation will lose a lot. Collaborating brings value to your team and your workforce and this filters down to the customers and clients. As well as this, your culture will grow strong roots and long-term is the goal here. For all stakeholders, a team that grows is one that is strong.

Face to face learning is how you may think of learning but in a hybrid workplace, it can seem daunting for a workforce. However, online learning is now a staple and can provide a wealth of extra options that will complement the on-the-job training and learning by doing. Online learning and learning management systems have now made great strides in how to better the learning experience for employees and for businesses alike. Finding ways to enhance knowledge retention should be a key focus in your strategy.

For example, RapL helps to create engagement through gamification and real life scenarios that effectively interactive and engaging ways that make the learning process better and empowers your workforce, giving them a real sense of what situations are as well as how to deal with them. Employees can see their improvement with repeated questions and intuitive software. This is one way to manage the hybrid situation while also  A hybrid working environment should bring new ways to engage.

10% – Formal training

Yes, it’s 10%. This training comes from formal educational events. But it’s still an invaluable 10% that is part of the puzzle and without it, training can seem to lack direction – by utilising this slice of the pie graph, your organisation can complement the face to face learning and refresh and consolidate the learning.

In addition, with the absence of on the job learning, scenario based learning can take a whole new importance and deliver results.

Take the The Forgetting curve, for example. Ebinghaus’ memory model shows that Learners can forget approximately 90% of what they learn in just one month.  Other studies show a similar pattern. Our brain doesn’t have the capacity to do this perfectly. The Ebinghaus model, conducted in late 1800s, has since been tried with similar results, all showing that with repetition, and bite-sized chunks of learning can help knowledge retention. Ensuring that the training you’re rolling out is maximising efficiency and creating a better, more knowledgeable workforce while also making retention easier is vital for your learning program.

At its core, the 70.20.10 learning model puts the most value in experiences and learning from doing. Hands-on experience is most important in the learning process and for organisations because it helps employees learn through scenarios and real-life events. What better way to learn? Everything becomes relatable for the employee. The 70/20/10 model compliments working life but diversifying the learning process remains key.

Using the 70/20/10 idea, you can complement regular training sessions with practical scenarios and continue the ‘learn by doing approach’ to grow your workforce. On the job learning takes place at work but a hybrid setting can absolutely still fit into the structure.  It’s different (not difficult) to maintain high engagement with working from home becoming a staple in our work lives for the foreseeable future.

Working from home challenges this. Access to learning may be easier but managing to apply the learnings practically with real life scenarios can seem intangible but with new ways of engaging your workforce in training, you can give ample opportunities to employees to adapt to practical scenarios through events, quizzes, and videos. Online learning and LMS can integrate this process while ensuring scalability.

Rapl uses spaced learning, repeating key learnings and by using artificial intelligence to target knowledge gaps makes the learning more relevant to each individual user. Refreshing your learning will ensure that your employees have the best opportunity to practise tests, quizzes and together with gamification, you can make learning engaging and helping your employees to use deep thinking.


Many people feel that a hybrid model means that interactions can be forced, meaning that social learning can be minimised as some employees refrain from reaching out and directly contacting their superiors. A lack of spontaneity. To combat this, creating an unstructured training process is something that managers and leadership should scaffold and create a platform for sociability. Using the 70/20/10 model can give structure to an employee’s training and throughout the organisation.

What is most important is the learning experience and by using the above you can utilise it as a pivotal role in adding value, knowledge and performance to your business. Experiences are far and above the best way to learn and retain your learning.

By Dave Trendall

Book a demo for a free consultation to understand how you can use this model for your organization, https://cdn.getrapl.com/book-a-demo/

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