This is particularly true for the retail sector, which employs about one in ten workers in Sweden. Ongoing digital and structural transformations are changing the work for those in retail, requiring new skills. At the same time, there's a significant labor shortage, with 26% of retail companies stating difficulty finding skilled workers. Additionally, up to a third of retail employees leave the industry each year, often due to a lack of skill development.
Current skills development has limitations. It often focuses on "what" needs to be learned, neglecting "how" the learning takes place. Most efforts are selective measures or competency updates during significant work changes. While important, these measures can be challenging to match with needs, causing delays and involving high costs. Given the challenges in the retail sector, it's crucial to find new, efficient ways to fill the skill gaps promptly. An unexplored avenue is informal learning, which constitutes the majority of workplace learning.
Informal learning in the workplace is a vast, untapped source of skill development. Yet, it's challenging to understand and harness its potential because it's often invisible and unconscious. Our research, grounded in empirical studies, has identified various learning activities that trigger essential individual learning processes. We've pinpointed key mechanisms for store managers, procurement officers, and warehouse workers, aiding targeted efforts for success in these roles. Two crucial elements for promoting informal learning are a supportive environment and leadership that enhances learning. Organizations and individuals can use these insights to systematically advance workplace informal learning. However, embracing a new perspective on skill development is necessary.
Explore our research report for inspiration and discussions about workplace learning. From a lifelong learning perspective, it's vital not to stick to old routines but to understand the full potential of informal learning. The goal is for the research to inject knowledge into trading companies, strengthening skill development and actively promoting informal learning. Ultimately, we hope this research contributes to increased competitiveness for trading companies and creates a more attractive industry for employees who enjoy their work.