The Impact of Self-Directed Learning on Employee Engagement: Building a Better Organization

Most organizations take a similar stance to learning and development. That is, employees follow a structured path forward, marked by pre-defined milestones. It seems like a logical thing to do, and it ostensibly makes it easier to track progress for in-house and compliance needs.

However, forcing learners to follow a synthetic structure for their learning can have negative outcomes. They are less engaged with the material, for one thing. For another, their progress is slower. In most cases, they also retain less information than is ideal.

Is there a solution? Self-directed learning can offer major benefits for your L&D initiatives, and can also bolster employee engagement in key ways.

What Is Self-Directed Learning?

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