An effective learning and development strategy requires continuous optimization. Yes, this means refreshing existing learning content, but it’s just as important to evaluate how learning is being delivered to your employees. Successful skill-building depends not only on the quality of the information, but also on how effectively it’s presented.

We’ll cover some of the main learning delivery methods and discuss how to implement the right solution to meet the diverse range of needs in a modern workforce. 

In the context of the workplace, learning delivery refers to the methods used to provide educational content to employees. It’s a broad term that encompasses both how learning is facilitated and the resources, facilities, or platforms used to deliver it.

Currently, there are four main types of learning delivery methods:

When designing a training program, it’s essential to choose the method that best supports the content and learning objectives. For instance, a nurse seeking to transition into a specialized role might take a self-paced online course to upskill on specialized pharmacology and patient care protocols, and then supplement that course with in-person learning that allows for hands-on practice and lab simulations.

Most traditional learning delivery methods rely on direct, in-person interaction between an instructor and learner. In the workplace, this can look like:

There’s no denying that the value of in-person learning is hard to replicate in online settings. However, it does come with limitations, particularly around:

This isn’t to say that traditional methods are ineffective, but that there are opportunities to supplement them with other methods to ensure that employees of all backgrounds get access to the learning method that works for a variety of audiences and circumstances.

Let’s take a look at some more modern learning delivery methods that can complement traditional learning.

Online learning has quickly become the norm for most modern organizations due to its many benefits, the most obvious one being the flexibility it allows. Employees can learn from any location and often at their own pace. For working adult learners who juggle personal responsibilities, full-time work, and learning, this kind of access can make all the difference in achieving their goals.

A recent InStride study of U.S. employees found that 72% would prefer to pursue an online

degree while working, with tuition fully paid for by their employer versus opting for the traditional route to pursue an in-person degree program, paying for tuition with their own funds and/or student loans.

Advancements in technology have made it possible for online learning to be just as effective as traditional, in-person methods. Many online programs now incorporate features like virtual collaboration, interactive activities, AI-powered personalization, and opportunities for one-on-one connections with instructors, creating an engaging and personalized experience.

In the workplace, online learning can take many forms, from essential skills training and professional development courses to formal degree or certification programs, catering to a wide range of employee needs. And on the business side, online learning allows L&D leaders to track learner progress alongside business outcomes, making it easier to demonstrate ROI.

Hybrid learning combines online and in-person elements for a blended learning experience. For example, a warehouse associate takes an online course on new workplace safety protocols that includes videos and quizzes. After completing the online training, the employee attends an in-person workshop where they practice these new protocols on the warehouse floor under the supervision of a trainer. 

This allows employees to have the flexibility of online learning while developing practical skills through real-world application.

Experiential learning offers hands-on, practical training that allows employees to develop new skills in a supportive, low-pressure environment, bridging the gap between theory and real-world application.

Examples of experiential learning include:

This is most common in industries that require practical expertise and quick decision-making, like healthcare or manufacturing.

Mobile learning is a form of online learning that is specifically delivered through mobile devices. It presents the same general benefits as online learning, but is a prime delivery method for micro-learning (short, easily digestible learning sessions that fit easily into busy schedules).

Gamification is especially popular with mobile learning, combining education and entertainment to create engaging, interactive experiences that keep employees engaged.

Additionally, mobile learning leverages push notifications to conveniently remind employees to engage with learning sessions right from their phones, boosting participation.

Picking the right delivery method for your learning initiatives hinges entirely on what your organization does, what your L&D strategy is, and what goals you set for your workforce. 

Often the “right” method is a blended approach that integrates a variety of different learning delivery methods. By including a range of methods, you’re more likely to meet a wider variety of needs, both for your employees and for your business.

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