How do I recognise and support individual learning needs?

It’s Friday evening and everyone is gathered around to play a brand-new board game. One person immediately grabs the rule book and starts reading. Another friend gets their phone to search for a video tutorial on YouTube. A third friend asks if someone can explain the rules out loud. This example shows that within a group, everyone has a different way of learning. And the same is true for your workforce! Discover how you can get all your employees started with learning, regardless of their learning preferences.

Facing this L&D challenge? We help you solve it!

There is no ‘one size fits all’ when it comes to learning. 

Whether we’re talking about the rules of a board game, or upskilling at work, being aware of the differences in learning styles and catering to them is a must. By doing so, you’ll ensure that your employees enjoy their learning experience and that they retain the new information in the long term.  

Manon Ruijters, Professor of Learning, Development and Behavioural Change, highlights five different learning preferences in our course ‘Learning How to Learn’: observation, participation, discovery, practice and knowledge acquisition. Everyone has a dominant preference, but not all things can be learned the same way. Whether your preferred method can be used depends on the context and the learning goal. For example, a bookworm will still need to learn how to play tennis by playing it, whilst people with a more practically-minded approach to learning will still need books to acquire theoretical knowledge. 

Discover your ideal learning formats according to your learning preferences: 

Combining learning formats is the key to success

So, what does this mean for you when choosing the optimal learning solution for your team? We’ve got the answer, and it might be a no-brainer: provide your workforce with a learning offer that considers all their different learning styles. This means providing a learning solution that is packed with a diverse set of educational formats, including both traditional and online methods, to meet the learning needs of all your employees.  

With GoodHabitz, employees can develop themselves in whatever ways suit them best, whether it's through watching inspiring documentaries or delving into detailed magazines. 

The key to (learning) success lies in combining different learning formats in one package. The brain loves repetition, and repeating content in various ways will help your employees to learn better. This methodology aligns with the insights from German psychologist Hermann Ebbinghaus, who identified that repeating learned material within 24 hours results in retaining up to 80% more information. 

Empower employees to uncover their own learning needs 

Catering to individual learning needs can be challenging, especially when you don’t know what your employees need (or want!) to learn. Giving them the freedom to choose from a wide range of content can help them identify the topics that spark their interest. But sometimes, it's not enough – and that’s where GoodHabitz Assessments come in to provide crucial self-insight.  

Our low-threshold self-tests offer employees immediate insight into their strengths and weaknesses, accompanied by detailed reports with practical examples and tips for ongoing growth. The cherry on top? Completing an assessment triggers personalised recommendations of training courses so that employees can seamlessly initiate their learning journey. 

For instance, an employee might take our Motivation assessment and discover that they are driven by recognition. They will then be recommended courses such as ‘Managing Expectations’ or ‘Asking for Feedback’.  

GoodHabitz & Aertssen Group

What does this look like in practice? Get inspired by Aertssen, an international construction group, that made learning work for both blue- and white-collar employees.

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