Learning in the flow of work: from training to performance

Organizations everywhere are rethinking how learning happens. Employees have less time for structured training, and their habits have changed. Most people reach for a phone when they need help. They search online or ask the person beside them. Learning has shifted from scheduled sessions to instant answers.

In our latest webinar, Frédéric Hebert, Chief Learning Officer at Rise Up, and Anjali Saraswathyamma, Global Digital Learning Leader at Claroty, joined Ashling Moran, Customer Value Manager at Easygenerator, to discuss this shift. They shared how speed, access, and relevance shape learning today and how teams can design support that fits the real world of work.

🎥 Watch the session: Missed it live? Watch the full recording below.

Why learning in the flow of work matters now

Work moves faster than ever. Teams need answers at the moment of need, not days or weeks later. Frederic noted that speed and friction shape the learning experience. Employees want to access information without stopping what they are doing. They want resources that fit their role and context, whether they work on a factory floor or in a digital workspace.

Ashling highlighted how daily habits influence workplace learning. When people have a question, they turn to Google, YouTube, TikTok, or AI tools. That expectation for instant help has replaced the idea that learning must always start with a course. L&D now needs to give employees the right answers at the right time and keep those answers relevant to the organization.

Anji added that learning must support business outcomes. She sees younger employees entering the workforce with very different expectations for how they learn. Their content habits come from social platforms, not classrooms. L&D teams must design learning that fits these habits and still maintains accuracy and clarity.

Together, the speakers painted a clear picture. Formal training still matters for foundations. But performance support in the flow of work is now essential.

What learning in the flow of work really means

Learning in the flow of work is about support that does not interrupt the job. Frederic explained that interruption looks different depending on the role. A factory worker may need to leave equipment to access training. A knowledge worker may need to move away from a digital tool. In both cases, the goal is to keep people inside their workflow.

Anji described flow as dipping in and out of learning as needed. It is not about pushing mandatory training. It is about making resources available at the right time, based on the sales process, product lifecycle, customer interactions, or operational tasks. She also noted the importance of integrated systems so learning shows up where people already work.

Ashling added practical examples. A QR code on a machine can give workers step by step instructions. A short video or quick guide can help someone complete a specific task. These formats work because they answer a real question in the moment.

The speakers agreed that microlearning and flow of work learning support each other. Microlearning offers bite-sized content. Flow of work learning offers timing and context. When combined, they help employees take the next step in their job without leaving their environment.

Challenges teams face and how to move forward

Moving to flow of work learning brings real challenges. Frederic pointed out that learning and performance tools must integrate with the tools employees use daily, such as Teams or Slack. Without easy access, even good content will go unused.

Anji shared that many L&D and enablement teams have not been trained to think about business outcomes. Some focus more on design than on the problem they want to solve. Others are not fully aligned with the company message or value proposition, which makes learning less effective.

Ashling noted that teams need both infrastructure and content to make this approach work. Integrations help deliver learning at the right moment. Content must then answer the real questions employees have. This starts with understanding the business. For example, if support tickets are increasing, L&D needs resources that help people solve those recurring issues.

She also encouraged teams to start small. Work with one team. Identify the top questions and convert them into useful resources. Make content actionable. Focus on what someone needs to do next. Measure reach, reaction, and changes in performance to know what works.

The panel also shared simple ways to find moments of need. Talk to subject-matter experts. Collect frequently asked questions. Watch how teams interact during the day. These signals show where learning can make the biggest difference.

The future of learning in the flow of work

The speakers see a future where learning blends naturally into daily tasks. Peer learning will continue to grow. User-generated knowledge will reduce bottlenecks and make learning more company tailored.

AI will help people get guidance in real time. It will sit inside the tools they already use and provide suggestions, examples, and steps. Digital coaches will become more common and will support employees during tasks instead of after them.

Over time, learning and working will feel inseparable. People will get support at the exact moment they need it. L&D will focus more on outcomes, relevance, and impact.

The bottom line

Learning in the flow of work fits how people learn today. It reduces friction, supports performance, and keeps knowledge close to real tasks. Formal training still matters. But learning that helps people in the moment is what drives confidence and results.

For L&D teams, the opportunity is clear. Create resources that answer real questions. Deliver them inside the workflow. Start with one team, learn from the data, and grow from there.

👏 Huge thanks to Frédéric Hebert and Anjali Saraswathyamma for joining Ashling Moran for this conversation.

🔗 Learn more about Rise Up here: https://www.riseup.ai/en/