Implementing 70:20:10 framework with Employee-generated-learning

The 70:20:10 framework explained

According to the 70:20:10 framework, when employees learn new skills, up to 70% of what they learn comes from on-the-job experiences. Up to 20% comes from asking co-workers for help and sharing knowledge, and about 10% comes from formal education training. 

The combination of performance support, knowledge sharing, and training makes this model so complete. Applying the 70 20 10 learning and development model at your organization is a great way to provide employees with unified learning experiences. It also helps improve employees’ performance, engage employees, and retain employees’ knowledge. 

The 70 20 10 development plan promotes a balanced approach to learning by acknowledging that employees learn best when they apply new skills in real-world situations while having access to knowledge-sharing opportunities and structured training. As a result, it encourages a practical, collaborative, and formal learning mix that drives better outcomes. 

70:20:10 and Employee-generated Learning

Many organizations that use a central learning department, third-party training, or off-the-shelf training face issues with speed, cost, and maintenance. 

That’s because they work with a complex process of content creation and heavily rely on others. Creating and maintaining learning content within the organization itself is an excellent way of solving these problems. 

In fact, one of the most sustainable ways to foster the 70-20-10 development model within your organization is to convert knowledge that exists within it into content, resources, and training.  

We call this method of working Employee-Generated Learning. With this method, employees capture their knowledge and share it with co-workers. They can use their knowledge to create informal learning resources, such as templates, how-tos, and videos, and to create content for formal learning, such as training and e-learning.

By having employees create content, resources, and training, you automatically cover all three parts of the 70 20 10 model for learning: 70% because you offer performance support, 20% because employees share knowledge, and 10% because employees have access to formal training. 

Here is what a combination of Employee-Generated Learning and the 70 20 10 rule learning could look like: 

• 70% – create a knowledge base of internal experience and learnings where employees can self-serve their knowledge discovery.
• 20% – create a culture of knowledge sharing, making it easy for employees to ask others for help and to collaborate.
• 10% – empower the subject matter experts in your business to create training courses.

This makes Employee-Generated Learning a practical and impactful method for implementing the 70:20:10 framework while ensuring that content is relevant, up-to-date, and created faster. 

6 tips for applying the 70:20:10 framework and Employee-Generated Learning

Applying the 70:20:10 learning framework and Employee-Generated Learning can be challenging. Getting your team to start contributing with knowledge might require a significant cultural shift. That’s why we have a few practical tips for implementing it.  

1. know your crucial knowledge-sharing players

We’ve talked to dozens of learning managers for major companies. They all tell us that step one is to start small pilot knowledge-sharing programs and cherry-pick select individuals who are best at motivating their fellow team members to get involved. If you base the knowledge-sharing process on strong relationships within the team, employees are far more likely to stay engaged. 

Identify influential team members who are enthusiastic about knowledge sharing. These individuals can help set the tone for collaboration, inspire others to contribute, and champion Employee-Generated Learning across your organization. 

2. Incentivize capturing and sharing knowledge

Organizations that incentivize knowledge sharing and the creation of learning resources are more successful in implementing Employee-Generated Learning and the 70:20:10 framework. They can also set up highly cost-effective learning programs.  

Offering small but lasting rewards is a great way to motivate the rest of the team and thank employees for their contributions to user-generated learning content. 

It is essential to avoid putting too much pressure on employees. Do not make capturing content and sharing self-made resources and training overly formal. Instead, include it as a topic in employee evaluations. Above all, communicate how valuable employees’ knowledge is to the team’s success. 

Consider using gamification elements, like leaderboards or badges, to recognize contributors. This approach can add a fun and competitive dynamic that encourages more employees to engage with the 70-20-10 model for learning. 

3. Negotiate roadblocks

When you introduce a new way of working in your organization, people need time to adapt. This is no different for Employee-Generated Learning and the 70:20:10 framework. Watch out for any roadblocks that slow down the flow of knowledge and address them promptly and openly within the team. Anticipate barriers and prepare to overcome them by having the right counterarguments ready. 

Create an open dialogue with employees to identify potential challenges, such as lack of time, unfamiliarity with tools, or uncertainty about content quality. By tackling these concerns early, you can build trust and ensure a smoother process implementation. 

4. Give your co-workers time to create resources

Give employees time to capture knowledge, create resources and training, and share it. If you would like to reap the benefits of the 10 70 20 rule, you have to devote time to it. Let your employees know that you see contributing as productive time. That is especially important in commercial settings and consultancies, where employees tend to measure their value in terms of billable hours. 

Consider scheduling dedicated time or knowledge-sharing days where employees can focus on creating and updating learning content without the pressure of their usual tasks. This reinforces the importance of knowledge sharing in the organization. 

5. Implement the right tools

It would help if you had the right tools to facilitate and successfully implement a 70:20:10 and Employee-Generated Learning approach to learning. Your knowledge-sharing and content-creation tools must be user-friendly and inviting, or else employees won’t be inclined to use them regularly.  

They also need to provide instructions and information in a high-impact, engaging way. No one wants to download and flip through boring old presentations and memos. 

Look for tools that allow employees to create visually appealing and interactive content with minimal effort. Easygenerator, for example, enables employees to design courses, how-to guides, and resources quickly and intuitively without prior technical knowledge.

6. Get started

The last tip might sound obvious, but we can’t state it often enough: get started. The sooner, the better. You’ve already got the main ingredients for the 10 20 70 learning model’s success: your dynamic team and its wealth of knowledge. Now it’s up to you to create an environment where performance support, knowledge sharing, and training creation are easy, effective, and appreciated. 

Start small, iterate as you go, and celebrate early wins. Over time, you’ll see the positive impact of Employee-Generated Learning on performance, engagement, and knowledge retention. 

Conclusion

The 70:20:10 framework provides a powerful approach to employee development by balancing on-the-job learning, knowledge-sharing, and formal training. When combined with Employee-Generated Learning, it becomes a sustainable, scalable solution for organizations looking to unlock the full potential of their workforce. 

By encouraging employees to create and share knowledge, you accelerate learning, reduce costs, and foster a collaborative culture. With the right tools, strategies, and mindset, your organization can seamlessly implement the 70:20:10 framework and reap the benefits of improved performance, engagement, and retention. 

Read our full guide about the 70:20:10 learning model.