Techniques for Educating Adult Employees

 In Employee, Learning Styles

Techniques for Educating Adult Employees

Some people believe that adult learners are often distracted learners. End of story. Adult learners are often involved in many other activities than learning. They might think about how they are going to feed their children, what to make for dinner and how they will get them to various events. Adults need to be able to learn and comprehend new information in a unique way.

Adult employees are more interested in learning how to deal with the real-world problems they face in work and in personal life. They prefer education that is problem-oriented rather than content-oriented. This concept requires educators to review the course plans and make sure that they provide knowledge that adults can use in their daily lives. This issue must be considered at a higher level by curriculum designers.

1. Adults and self-concept

Adult Learning

As they age, people become more independent and less dependent. The way that they learn changes from being taught to them to becoming more independent. To fully engage in their training, adults need to be involved with the planning and evaluation.

A soft skills assessment is another great way to include the self-concept assumption. This assessment will help employees identify which soft skills need the most improvement. It also allows them to participate in the planning of their training program.

2. Experience of adult learners

As they age, people accumulate more experiences which become a greater resource for learning. Adults benefit more from learning when they have access to past experiences. This validates what they are learning and gives context. Learning activities can be based on past experiences, including the mistakes.

3. Adults’ readiness to learn

Adults are ready to learn when they have to. Adults are eager to learn the things they can use immediately. Training that is too future-oriented or not relevant to current circumstances will be less effective. Adults want to learn subjects that are relevant and have an immediate impact on their personal or professional lives.

Personalise your learning and development plans. It is not always feasible or practical to require all employees to follow the same learning path. They should be tailored to what is most important to an individual or group of people in the same role to ensure their success. You or your managers can make playlists using an online learning platform that is tailored to the needs of each employee.

4. Adults’ orientation to learning

As they age, adults’ perspectives shift from procrastination towards immediate application of learning. As a result, their orientation toward learning shifts from one of subject-centeredness to one of problem-centeredness.

Adults prefer to direct their own learning. Training should enable employees to learn and retain information for themselves, without the need to rely on others. Learning should not be difficult, but learners need to be given guidance and support when they make mistakes or need other’s feedback.

An online learning library with advanced search and filtering options allows learners to quickly find the lesson or course they need. Employees can quickly find the right topic and then use the information to solve the problem. Employees can learn quickly and stay productive with professionally curated video libraries.

5. Motivating Adult Learners

As they mature and become adults, intrinsic motivation shifts from extrinsic to intrinsic. Extrinsic motivation is when you do something to get a reward, or avoid punishment. Intrinsic motivation is when you do something because it’s rewarding for you personally. They will learn what they want to learn. They want to be able ask the question, “What’s in this for me?” and get a satisfactory answer.

Techniques for Educating Adult Employees

Learning autonomy

Employees feel empowered to make their own decisions, rather than being told what they should do. This increases intrinsic motivation.


To make employees feel connected, encourage social learning and group work. Employees who feel connected to their colleagues have better performance and more meaningful relationships.


Employees must feel capable of meeting workplace challenges. Managers can foster competence by giving difficult tasks and providing feedback on how to finish the task.

Last Thoughts

Motivating employees to perform at their best requires more than a good paycheck and a job well done. Each employee’s motivators are unique and must be understood by their manager. Learn more about your team and reap the rewards or benefits from Adult Learning.

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