Transfer of informal learning: The role of manager support in linking learning to performance

Abstract

Organizations face increasing demand for employees to develop their skills, and managers play an important role in supporting employees’ learning and development. In contrast to the large body of research evidence on formal training, the emerging findings on informal learning have yet to provide managers with the necessary guidance to support employees’ informal learning activities. Adopting a coaching analogy, we integrate these two research streams to introduce a model with which managers can simultaneously support employees’ formal and informal learning. We elaborate on three critical dimensions of support, including direct assistance, guidance, and emotional support. We then present specific steps managers can adopt along each of these dimensions to better engage in employees’ needs assessment, enhance their motivation to learn, and facilitate learning. Finally, we explain how managers can use a strategic learning plan for each employee and create synergy across formal and informal learning support, resulting in a positive learning climate.