Every workplace invests in learning and development to some degree, whether it’s formal training programmes, informal mentoring, or simply picking up new skills on the job. But have you ever paused to ask, how do your employees actually learn best?
It might seem like a small detail, but understanding how people prefer to take in and process information can make a big difference to their engagement, performance, and growth. Just as importantly, it can help employers make smarter, more inclusive decisions about training and development strategies.
So let’s explore what we mean by learning styles, why they matter in the workplace, and what employers should consider.
What Are Learning Styles?
In simple terms, learning styles refer to the different ways people prefer to learn new things. Some people are hands-on learners who thrive with practical experience. Others prefer written instructions, visual demonstrations, or talking things through.
Several models exist to help explain these preferences. Perhaps the most well-known is the VARK model, which categorises learners as Visual, Auditory, Reading/Writing, or Kinaesthetic. Another popular framework is Kolb’s Experiential Learning Cycle, which focuses on how learners move through four stages: concrete experience, reflective observation, abstract conceptualisation, and active experimentation. Then there’s the Honey & Mumford model, which identifies learners as activists, theorists, pragmatists or reflectors.
These models aren’t hard rules, no one fits neatly into just one box but they can offer helpful insights for tailoring learning approaches in the workplace.
Why Should Employers Care?
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More Effective Learning and Development
A one-size-fits-all training session often misses the mark. If your workplace training only caters to one style such as reading slides or watching presentations, you risk losing the attention of employees who learn differently and therefore the training is at best less effective, or at worst a complete waste of time and money.
By recognising a range of learning preferences, employers can offer more flexible and engaging learning opportunities. This could mean combining video demonstrations, discussion groups, written materials, and practical tasks in one session. The more diverse your approach, the more likely your team is to retain and apply what they’ve learned and they have absorbed the information in the manner that best suits them.
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Boosting Productivity and Performance
When people learn in ways that suit them, they typically get up to speed faster, make fewer mistakes, and feel more confident in their roles. That’s good news for performance and productivity.
Understanding learning preferences can also help you match employees with the right types of training or development opportunities. For example, a hands-on learner is far more likely to benefit from shadowing a colleague and trying things in a safe and controlled environment, than attending a webinar in which there is no practical element.
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Supporting Employee Development and Retention
Most employees want to grow in their careers, and employers that support learning are more likely to retain top talent. According to LinkedIn’s 2024 Workplace Learning Report, over 90% of employees say learning is key to feeling connected and valued at work.
When training feels relevant, personalised, and accessible, employees are more likely to engage with it. And that builds a stronger learning culture across the whole organisation.
Inclusivity and Legal Considerations
Beyond productivity, there’s a wider conversation around inclusion. Not everyone learns in the same way and for some, their learning needs are closely tied to a disability or neurodivergent condition.
For example, dyslexic employees might prefer audio resources over dense written content. Others may require materials to be presented in a certain format to process them effectively.
Employers have a legal duty under the Equality Act 2010 to make reasonable adjustments for disabled employees. This includes adjustments related to learning and training methods. In practice, that could mean offering alternatives to written tests, using assistive technology, or allowing additional time for certain tasks.
Considering learning styles in your training approach shows empathy and respect and demonstrates that you are an inclusive employer.
Creating a Learning-Friendly Culture
So, what can employers do in practical terms? You don’t need to overhaul your entire training system or invest in expensive tools. Instead, start by:
- Talking to your team – Ask employees how they prefer to learn, and what’s worked (or not worked) for them in the past.
- Mixing up your methods – Blend different types of content: visual, verbal, written, and practical. Variety often benefits everyone.
- Training your trainers – Encourage managers and in-house trainers to be aware of different learning preferences and to be flexible in how they deliver information.
- Reviewing feedback – Gather information from employees before and after training to see if your current approach is meeting employee needs or if changes are required.
Ultimately, recognising learning styles is part of a broader commitment to thoughtful people management. It’s about seeing your employees as individuals with different strengths, preferences, and needs and creating an environment where they can all learn and grow in the way that suits them best.
Do you have any questions about today’s blog, need help in becoming legally compliant with contracts/policies or can we support you in taking away any people pains to give you peace of mind?
If you answered yes to any of the above, just give us a call at CUBE HR on 01282 678321, or book in a FREE 30 Minute HR Health Check here FREE HR Health Check and we’ll happily give your business a full HR overview with our personal recommendations absolutely FREE!
Why not also check out last weeks blog 5 Hot topics in training?
We also have a YouTube channel with loads of handy videos outlining various HR related scenarios.
