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Key takeaways:

• The 70:20:10 rule is a learning model that prioritises real-world experiences, social interactions, and structured training.
• 70% of workplace learning comes from on-the-job experiences, problem-solving, and challenges.
• 20% is shaped by social learning, including feedback, coaching, and mentoring.
• 10% comes from formal learning such as courses, training programs, and workshops.
• Adopting this model helps employees build practical skills, grow confidence, and adapt quickly to workplace demands.

Introduction

Learning doesn’t just happen in a classroom. In the workplace, the most effective development comes from combining real-world experience, collaboration, and formal education. This is where the 70:20:10 rule for learning at work comes in.

It’s a model used globally by organisations to help employees maximise their growth. Instead of relying only on formal training, it encourages you to learn through doing, observing, and engaging with others.

If you want to grow your skills, improve job performance, and boost career progression, understanding and applying this rule can be a game-changer.

What Is the 70:20:10 Rule for Learning?

The 70:20:10 framework explains how people learn most effectively at work:

Component	Percentage	Description	Examples
Experiential (70%)	70%	Learning through practical, hands-on experience.	Job tasks, stretch assignments, problem-solving, new projects
Social (20%)	20%	Learning from others through feedback, collaboration, and mentoring.	Coaching, peer discussions, networking, role modelling
Formal (10%)	10%	Structured, formal learning through planned training programs.	Courses, workshops, e-learning, certifications

This model recognises that most workplace skills are built through doing and interacting, not just formal study.

Why the 70:20:10 Rule Matters

Traditional training often focuses too heavily on classroom-style learning. While important, formal education only makes up a small part of real development.

The 70:20:10 model matters because it:

• Encourages active learning – You gain knowledge by applying it in real situations.
• Improves retention – Hands-on and social learning stick better than passive learning.
• Boosts collaboration – Sharing knowledge strengthens team performance.
• Develops adaptable employees – Staff learn to handle change and solve problems.

Breaking Down the 70:20:10 Rule

1. The 70%: Experiential Learning

Experiential learning is the backbone of the model. You learn by doing, experimenting, and taking on new responsibilities.

Examples of experiential learning at work:

• Taking on a stretch project outside your comfort zone
• Rotating through different roles to broaden skills
• Solving workplace challenges in real time
• Learning new software through direct application

This type of learning builds confidence and deepens understanding.

2. The 20%: Social Learning

Social learning comes from interaction with colleagues, mentors, and leaders. It’s about observing behaviours, seeking advice, and sharing feedback.

Examples of social learning:

• Having regular coaching sessions with a manager
• Joining peer-learning groups or knowledge-sharing circles
• Observing senior staff and role models
• Networking inside and outside the company

This 20% accelerates growth because you learn from others’ experience.

3. The 10%: Formal Learning

Formal learning is structured and often credentialed. While it’s the smallest percentage, it provides essential foundations and knowledge frameworks.

Examples of formal learning:

• Enrolling in workplace training programs
• Completing an online diploma or certification
• Attending workshops, conferences, or seminars
• Taking short courses in leadership, IT, or finance

Formal learning complements experiential and social learning, giving employees recognised qualifications and structured pathways.

How Businesses Can Apply the 70:20:10 Rule

Employers can embed the model into workplace development strategies. Here are ways to apply it:

• Encourage job rotations to build experiential skills.
• Introduce mentoring programs to strengthen social learning.
• Offer flexible online courses to provide formal learning opportunities.
• Promote feedback culture so employees can learn continuously.
• Recognise learning in performance reviews to encourage ongoing growth.

Benefits of the 70:20:10 Model for Employees

For employees, applying the rule leads to:

• Faster career progression through hands-on experience.
• Improved workplace confidence by solving real problems.
• Stronger professional networks through mentoring and collaboration.
• Access to qualifications through formal training.

Benefits of the 70:20:10 Model for Organisations

For businesses, the model delivers:

• Higher employee engagement and job satisfaction.
• Stronger workplace culture built on collaboration.
• Reduced turnover as staff feel supported in their growth.
• Better adaptability during times of change.
• Increased productivity and efficiency.

Key Challenges and How to Overcome Them

While effective, the model isn’t without challenges. Some employees may rely too heavily on informal learning, or businesses may underinvest in structured training.

How to overcome these challenges:

• Maintain a balance of all three elements.
• Provide guidance to ensure learning is purposeful.
• Track outcomes to measure effectiveness.
• Use technology and learning platforms to support each component.

Conclusion

The 70:20:10 rule for learning at work provides a practical, proven approach to professional development. By focusing on real experiences, collaboration, and structured training, employees gain skills that last.

For organisations, this model leads to stronger performance, better retention, and a culture of growth. If you’re ready to take your professional development further, explore flexible, nationally recognised courses with National Training.

FAQs About the 70:20:10 Rule for Learning at Work

1. Is the 70:20:10 model scientifically proven?

The 70:20:10 model is based on research by learning experts and has been widely adopted by organisations around the world, but it is not intended as a strict scientific formula. Instead, it serves as a guideline showing that most workplace learning happens through experience and collaboration rather than traditional classroom study. The percentages act as a useful reminder to balance different forms of learning, with the emphasis on practical application supported by feedback and structured education. Many companies have successfully applied the model to boost employee engagement, improve retention of knowledge, and foster workplace adaptability.

2. Can the 70:20:10 rule be applied in all industries?

Yes, the 70:20:10 rule is highly adaptable and can be applied across industries ranging from healthcare and education to IT, trades, and corporate environments. The balance of experiential, social, and formal learning may vary depending on the nature of the work, but the principle remains relevant because every job involves a mix of hands-on practice, collaboration with others, and structured training. For example, a nurse may learn primarily through patient care (70%), mentoring from senior staff (20%), and formal training in compliance or new medical practices (10%). The model ensures employees develop both practical and professional skills.

3. How can employees use the 70:20:10 rule in their own careers?

Employees can apply the 70:20:10 model by actively seeking out learning opportunities in their everyday roles, rather than waiting for formal training. For the 70%, they should embrace challenging projects, take initiative on new tasks, and use problem-solving as a learning tool. And for the 20%, finding a mentor, joining peer groups, or asking for regular feedback can accelerate development. For the 10%, enrolling in online courses, attending workshops, or gaining certifications ensures they stay up to date with industry standards. By consciously balancing these three areas, employees create a personalised growth plan that enhances both their current role and long-term career prospects.

4. Do companies still need formal training if it’s only 10%?

Formal training remains essential, even though it represents the smallest portion of the model, because it provides structure, consistency, and recognised qualifications. Courses, certifications, and workshops ensure compliance with regulations, introduce employees to new frameworks, and build foundational knowledge that supports practical application. Without formal training, employees may lack the theoretical grounding needed to make informed decisions or progress into senior roles. Businesses also benefit because formal training demonstrates a commitment to professional standards, helps attract and retain talent, and ensures staff are equipped with industry-recognised credentials that strengthen organisational credibility.

5. How do managers support staff under this model?

Managers play a central role in making the 70:20:10 model effective by creating an environment where learning is continuous and supported. They can provide stretch assignments and new responsibilities for experiential learning, encourage team collaboration and mentoring for social learning, and promote access to structured programs for formal training. Beyond assigning tasks, good managers act as coaches by giving feedback, recognising achievements, and helping employees reflect on their experiences. By aligning learning opportunities with both organisational goals and personal career development, managers not only enhance employee growth but also build stronger, more engaged teams that drive long-term success.