In order to keep up with the velocity of the changing workplace and to win the war for today’s talent, organizations must give employees opportunities to learn, grow and develop – and on their terms. Today’s learners, especially millennials, are comfortable with technology, always have a device on hand, and understand that continuous learning and the agility to quickly adapt to change are crucial to career and personal growth.

That means that learning must become a natural part of the day. Learning and development organizations can respond to this trend by investing in a learner-driven experience, where learners are in control of what they’re learning as well as where and how they’re acquiring knowledge and skills.

A learner-driven experience is one that allows employees to access relevant, applicable content when and how they want. There are three guiding principles when implementing a learner-driven approach.

Make It Relevant, and Make It Applicable.

With today’s fast-paced work environment, time is a valuable commodity. People will make time for learning only if they feel it has a direct impact on their performance. What learners ultimately want is choice, variety, quality and relevance.

One component of a learner-driven experience is microlearning, wherein content is offered in short bursts. This approach resolves challenges faced by today’s time-crunched individual by providing lessons in short bursts of multimedia content across a variety of devices. However, rather than a panacea, microlearning is just one aspect of a rich learning offering. Packaging the content in different ways lets learners opt for an intensive experience or take a self-directed, shorter burst approach – or somewhere in between.

Content that is relevant and can be quickly applied is most likely to have a lasting impact. Each lesson, no matter the delivery method, should have a clear objective and be able to stand on its own, even if it’s the only piece of content consumed. Content that provides actionable tips that are easy to understand, easy to consume and easy to execute will be most effective.

Make It Easily Accessible.

If employees have to spend too much time searching for what they want, they’ll give up. Organizations must curate content and embed it where it is most relevant based on need and learner availability. Consider organizing lessons by both employees’ desired time to spend on learning (i.e., 10 minutes versus one hour versus one day) and media type (i.e., text, video or interactive content) to cater to individual needs and preferences.

Personalized lessons and tools are the most effective way to see change and improvement. At the end of a lesson, providing suggestions and links for learning more can be an effective way to help employees select their next lesson. Advanced tools like playlists or “recommended reading” lists serve as an easy path to follow. Learners begin to see themselves on a journey that enables them to make connections with what they’ve learned (application on the job) and take their development to the next level.

Make It Part of Daily Work Routines.

Encouraging a culture of learning is the third key aspect of an effective learner-driven experience. Employers can support employees by giving them the time to broaden their skill sets. If employees make learning a habit by blocking time off on calendars and setting reminders, they will be more inclined to follow through with the intention of learning.

It is equally important to give leaders the tools they need to support employees in their professional development. When leaders prioritize learning and development and recognize individuals who acquire new skills, a learning culture begins to take root. The benefits of a learner-driven experience include sustained engagement and fulfilling needs to gain greater knowledge of areas of interest for professional growth.

Career growth requires continuous learning. With these principles, learning and development professionals can help employees develop critical business skills when and how it works best for their busy schedules.