Back to learning after summer
Summer gives people a chance to switch off. Beaches, barbecues, or just a slower pace. The break is great for recharging, but it can also make the return to work a little tricky. Teams are catching up, inboxes are full, and learning often slips to the bottom of the list.
But here’s the thing: post-summer is actually the perfect moment to restart learning. People come back refreshed, open to new ideas, and there’s still time to make real progress before the year wraps up.
Think of September as a “second new year.” A natural reset point to reflect, adjust, and set fresh goals. And one of the smartest ways to use that energy? Bring learning directly into the flow of work so it feels like part of the day, not an extra task on top of everything else.
What is “learning in the flow of work”?
The idea is simple: instead of pulling employees out of their job for a training, learning shows up right when and where it’s needed.
- A short guide inside the tool they’re already using.
- A quick video when they’re about to try something new.
- A tip from a teammate in the project chat.
It’s not about separate courses or long workshops. It’s about small, relevant nudges that help people do their job better in the moment. Invisible, but powerful.
Learning where it matters most
Placing learning right inside everyday work creates advantages you simply don’t get from standalone training.
- Productivity: People don’t have to stop working to learn. They do both at once.
- Retention: Contextual learning sticks better than something taught “just in case.”
- Engagement: When learning helps solve real problems, employees actually want to use it.
- Efficiency: Companies save time, reduce errors, and get better results.
Research backs this up. Organizations embedding learning into workflows see faster onboarding, stronger adoption of new tools, and higher performance overall.
How to bring it into your organization
Keep it short.
Think snack-sized. A two-minute video or a quick pop-up reminder beats a 45-minute course.
Make it social.
Learning doesn’t always have to come from the top. Create space for employees to share fixes, shortcuts, and lessons with each other.
Mix up the formats.
Tooltips, embedded videos, AI-powered chatbots, or quick guides inside the platform. Variety helps keep it relevant.
Focus on performance, not completions.
Forget ticking boxes. The real question is: does the learning help people do their work better?
Keep it flowing.
Don’t treat this as a one-off campaign. Build small nudges and refreshers into everyday work so learning never feels like an interruption.
👉 And if you’re wondering how to actually set this up inside Cornerstone, that’s where we can step in. With things like custom pages, microlearning campaigns, and browser notifications, we help HR teams make learning part of the everyday flow without adding extra work for admins.
The Power of In-the-Flow Learning
These real-world stories show the impact of in-the-flow learning when it’s part of everyday work.
Laing O’Rourke
The construction company swapped bulky training sessions for short, social-media style modules that employees could access on their phones. The results were impressive:
- Monthly learning platform users jumped from about 79 to 700.
- Learning grew from a handful of programs to 400+ custom assets across 180+ pathways.
- LinkedIn Learning usage soared from 35% to 95%.
Ageas
During the pandemic, Ageas didn’t wait for formal sessions. They started weaving learning content into every employee message, sharing well-being, diversity, and inclusion content as part of daily communication. Learning became a natural extension of their culture.
Thames Water
Thames Water built “learning pockets” using Cornerstone content subscriptions. Employees had on-demand access to courses on soft skills, leadership, and digital services. It wasn’t about attending a course, it was about dipping into learning whenever it fit into the workday.
Back to learning, the modern way
As employees get back into the rhythm after summer, it’s tempting to push learning down the list in favor of “real work.” But if you weave learning into the flow, it doesn’t compete with work. It fuels it.
Invisible? Yes. But the impact on performance, engagement, and culture is impossible to miss.
Let’s Rethink Learning Together
Learning doesn’t have to feel like another task on the to-do list. When it fits naturally into the workday, it becomes something people actually enjoy.
If you’re looking at how to refresh learning in your organization, we’d love to hear your thoughts. Got a challenge?
Get in touch, send an email, or book a meeting. We would love to explore what we can create together.
