What is just-in-time learning?
Imagine that you are at work and you have a task that you have never done before. You don’t have time for a full course or lengthy training material. So, what do you do? Most people look for guides, video tutorials, or online searches. This is called just-in-time learning (JIT). This means getting the right information when you need it so you can use it immediately without disrupting your workflow.
The idea behind just-in-time learning is that people learn best when information is timely, relevant, and easily understood. So, instead of offering long and boring courses, it’s about providing exactly what they need that won’t be of any use or forgotten in the future. From short tutorial videos to AI chatbots that provide on-demand information, the key to JIT learning is making information easily accessible. In this way, learning becomes part of their workday, not a separate task that requires interrupting other tasks.
Just-in-time learning is especially important because workplaces change rapidly. New technologies, processes and tools appear faster than ever, and traditional training models are no longer up to par. When training the old way, when employees try to apply what they learned, much of it is forgotten or no longer relevant. However, JIT learning bridges the gap by meeting learners where they are and offering support in the actual context of their work.
This approach is similar to how we learn outside of work. When we fix something at home, try a new recipe, or learn a new app, we often look for short, clear instructions so we can quickly get back to what we were doing. It’s just learning over time, and workplaces are just starting to recognize that. It respects people’s time and preferences and allows employees to learn new skills while working. This, in turn, leads to continuous growth without compromising productivity. Let’s explore why just-in-time learning is really important in L&D and how companies can adopt it effectively.
Why just-in-time learning matters in modern L&D?
1. Rapid changes
The work environment is changing rapidly. New tools and technologies appear all the time, and so, too, do expectations. In the past, traditional training methods were really effective. A workshop every few months or an annual course was sufficient. But today, this approach is outdated. Employees face new challenges every day that require immediate solutions. When change happens so quickly, learning can’t wait for the next training session. Just in time is helpful in learning. It provides immediate, focused and easily accessible information to employees when they need it, so that they can perform their tasks effectively without interruption.
2. Evolving learning expectations
People are used to getting information quickly in their daily life. From recipes to troubleshooting, we often look online for solutions and want them immediately. Employees now expect the same at work. They don’t want to take long, generic courses that don’t meet their needs. Instead, they want to learn flexibly, when they need it. Just-in-time is a great solution, because it allows people to learn naturally, meaning they can do it when they’re curious, when they need to know something, and when they’re ready to use it now. It also affects how L&D teams view engagement. Instead of forcing learners to complete specific modules, organizations can create small, helpful learning experiences that address real-world problems.
3. Retention of knowledge
Long training sessions and modules are not always helpful. Our brains are better at remembering information that we can use right away. When we learn things just in case we need them later, we forget them quickly. But when we learn something before we need it and apply it immediately, we remember it much better. This is an important advantage of just-in-time learning. It focuses on relevant and useful information, making it easier for employees to understand and remember what they have learned. For example, an employee who watches a three-minute video on how to handle a particular customer complaint before a call will remember the advice much better than if they learned it weeks earlier in a training session.
4. Business agility
Agility is everything for modern enterprises. Companies need teams that can adjust quickly, learn new systems, and overcome challenges without delay. Traditional training methods often take too much time. While they’re useful for deep learning, they can slow things down when you need quick answers. Just-in-time learning increases business agility by allowing for onboarding, easier transitions to new software, and faster skill updates. For example, if your company is implementing a new project management tool, instead of having everyone attend a long training session, you can offer short video tutorials or guides with tips. Employees can access these resources as needed, without missing a full day’s work.
5. Increase productivity
The main goal of learning is not only to acquire knowledge but also to improve performance. Just-in-time learning is achieved by providing immediate access to resources that employees can use immediately. It helps to solve problems. This increases their confidence and efficiency, reduces frustration, prevents mistakes, and encourages them to solve the problem. With this approach, employees view training as a helpful tool that makes their jobs easier rather than additional work. For example, a customer service representative might find a short guide on how to handle a difficult customer. This instant support not only improves their efficiency but also enhances the customer experience.
How to implement just-in-time learning
A culture of continuous learning
The first step to improving learning is about changing the company’s mindset. Just-in-time learning works best in workplaces where learning happens every day, not just in workshops or online courses. L&D teams can achieve this by building a culture of continuous learning and fostering curiosity. This encourages employees to acquire knowledge when they need it and thus view training as an ongoing process. To do this effectively, L&D teams can encourage self-directed learning, identify employees who can find answers or share resources, and finally, engage managers.
Integrating technology and microlearning
Technology is essential for just-in-time education. Without it, it is difficult to provide information to the right person at the right time. The good news is that you don’t need complicated software to get started, just easily accessible, concise learning resources that employees can quickly access. It looks like a digital library available 24/7, filled with short and mobile-friendly content. This could be microlearning videos, infographics, short quizzes, or AI chatbots. Modern learning platforms make it easy to store and manage all this content. They can even offer personalized recommendations, showing employees what they need based on their role, performance, or recent activities.
Identifying moments of need
Just-in-time learning works best when it’s part of the daily routine. Instead of taking employees away from their jobs for training, L&D teams can build learning right alongside people’s work. To achieve this, first identify the times when employees need the most support. For example, when they are learning a new system or solving a customer problem, when a process changes, or when they make a mistake and need to fix it. Once you know these moments, you can create resources that directly address them, such as a one-minute video or a quick checklist.
Integrate with other learning methods
Just-in-time learning is effective on its own, but it’s even better when paired with other learning methods. You can combine time-only resources with formal training to reinforce learning and make it more effective. For example, before a workshop, send short microlearning videos or quick refreshers to prepare participants. Similarly, during training, use just-in-time tools such as templates to support hands-on practice. After training, share resources so learners can review the information whenever they need to apply it. This ensures that learning continues after the course ends and helps employees put theory into practice.
The result
Just-in-time learning helps employees learn something to actually do it. It provides the right information when needed, allowing them to complete tasks more quickly and confidently. Instead of learning because they have to, they learn with a purpose when solving real problems as they come up. As work environments get busy, this approach keeps teams flexible and motivated. When organizations make learning a regular part of everyday work rather than an occasional activity, they create a culture that is prone to change. Adapts, thereby remaining agile.
