Integrating Learning by Doing into Your Company: Practical Cases

Learning by doing is a training method that favors learning through practice rather than theory. This active approach allows employees to better assimilate knowledge and apply it more effectively in their daily work. In this article, we will look at concrete examples of companies that have successfully integrated learning by doing into their training processes and the results they have obtained.

What is Learning by Doing?

Learning by doing is based on the idea that learning is most effective when learners are directly involved in practical activities. Rather than just listening to theories or reading textbooks, learners immediately put what they learn into practice. This training method promotes better retention of information and a deeper understanding of concepts.

Why Integrate Learning by Doing into Business?

• Long-term retention: By practicing immediately, learners retain information better.
• Increased autonomy: Employees become more autonomous and able to solve problems on their own.
• Reduced training costs: Less need for formal training sessions, which are often costly and time-consuming.
• Adaptation to change: Facilitates the adoption of new practices and technologies within the company.

Case Studies: Successful Integration of Learning by Doing

1. Company A: Adoption of New CRM Software

Context: Company A, a retail company, needed to deploy new CRM software to improve its customer relationship management. The challenge was to ensure rapid and effective adoption of the new tool by the sales teams.

Solution: The company integrated interactive guides and contextual tutorials directly into the CRM software interface. Employees learned how to use the software by performing real-world tasks, guided by tooltips and hands-on demonstrations.

Results:

• Reduced training time by 50%.
• Improved software adoption with 90% of users operational within two weeks.
• Reduced support requests by 30%.

2. Company B: Cybersecurity Training

Background: Company B, a financial services company, needed to train its employees in cybersecurity practices. Previous theoretical training had not succeeded in generating employee commitment.

Solution: The company developed practical scenarios where employees had to identify and respond to simulated cyberattacks. Exercises included phishing simulations, password security testing, and incident responses.

Results:

• Improved cybersecurity knowledge retention by 70%.
• Increased employee alertness to threats.
• Reduced reported security incidents by 40%.

3. Company C: Implementation of a New ERP

Context: Company C, a manufacturing company, implemented a new ERP system to optimize its production and inventory management processes. The transition to the new ERP was a major challenge for employees.

Solution: The company used training modules based on learning by doing, allowing employees to navigate the new ERP through simulations of real scenarios. The modules included practical exercises on inventory management, production planning, and order management.

Results:

• Reduced transition time to the new ERP by 60%.
• Improved accuracy of inventory management data.
• Increased productivity by 20% thanks to a better understanding of the system.

Keys to Success for Integrating Learning by Doing

The advantages of learning by doing are maximized when practical, hands-on training is tailored to your team’s unique needs. By integrating personalized, interactive tools and providing continuous support, you can ensure long-term success and deeper skill retention.

1. Personalization of Training

Adapt the training modules to the specific needs of your company and your employees. Personalized training is more relevant and engaging for learners.

2. Use of Interactive Tools

Integrate interactive tools like step-by-step guides, video tutorials, and real-world scenario simulations. These tools make learning more dynamic and immersive.

3. Monitoring and Evaluation

Put mechanisms in place to track learner progress and evaluate the effectiveness of training. Use feedback to continually improve your training modules.

4. Encouragement of Repeated Practice

Encourage employees to regularly practice what they have learned. Repetition is key to building skills and ensuring lasting adoption.

5. Support and Accompaniment

Provide ongoing support and personalized coaching to help employees overcome challenges and effectively apply their new skills.

Learning by doing is a powerful training method that can transform the adoption of software and new practices within your company. By directly involving learners in hands-on activities, this approach promotes better knowledge retention, greater autonomy, and faster adaptation to change. Examples of companies that have successfully integrated learning by doing demonstrate the many benefits of this method.