Self-REgulated Learning in Remote and Hybrid Workplaces
Supports for Informal Learning in Digital Environments
2025
Lisa Apperly | EDUC 630 Dr Laura Desportes | Dept. of Education
abstract
Most professional development in knowledge work occurs through informal workplace learning (IWL), usually mediated by in-person communication. Recent shifts to remote and hybrid workplace environments have increased workers’ autonomy but also forced the digitalization of social interactions. Self-regulated learning (SRL) strategies share similarities with IWL behaviors; this study presents a review of existing literature examining the use of SRL strategies specifically in remote and hybrid workplace settings. These strategies can help workers set goals and regulate their skill development, but a supportive and trusting work environment is a necessary precondition for these skills to be successful.
informal learning and self-regulation
iwl behaviors
SRL STRATEGIES
- Cyclical goal-setting, planning, and self-evaluation
- Self-directed modulation of thoughts, feelings, and actions during a learning experience
- Directed towards achieving goals and adapting to environmental change
- Initiated by the learner's motivations; oriented towards the learner's goals
- Activities have little to no formal structure; external validation is not required
- "...a part of the day-to-day work ... a kind of on-the-job learning" (Dall'Alba and Sandberg 2006)
VS
remote and hybrid workplaces
Individual workers and teams in remote/hybrid workplaces are dependent on digital tools and platforms to foster communication and learning. Microsoft Teams, Slack, Zoom, LinkedIn, and even new generative artificial intelligence agents can support learning activities.
IWL is also highly collaborative and team-based.
+ more
RESEARCH QUESTIONS
Which environmental supports are most important to facilitating the use of self-regulated strategies in informal workplace learning?
Are there any SRL strategies that are more closely related with success in goal achievement?
How do workers in remote/hybrid workplaces use self-regulated learning strategies to manage professional learning?
327
Initial search results
method
34
Relevant search results
Search terms:
- “informal learning” AND (“remote work” OR “virtual work” OR telework)
- “self-regulated learning” AND …
- “knowledge work” AND …
- “mastery goals” AND …
added
Snowballing, personal interest
removed
Irrelevance, applicability
+ sources
14
Final count of studies
results
1395
50%
Nearly 1400 study participants represented remote and hybrid workplaces across the globe: Europe, China, Nigeria were all represented.
Half the included studies used qualitative data from surveys, ethnographies, and observations.
1901
50%
Five studies did not specify the exact workplace type of participants, instead focusing on digital delivery of learning and training content to 1900 individuals.
Half the included studies used quantitative data from surveys, pre-and post-tests in trainings, and learner activities on digital learning platforms.
themes
Key themes:
- Managing IWL through digital tools
- Applying SRL to achieve goals
- Environmental supports for trust
discussion
Significant overlap exists between IWL behaviors and SRL strategies; knowledge workers in digital/hybrid workplaces can benefit from training and application of SRL practices to achieve both individual and team goals. Communication and trust are critical to building a workplace culture that is psychologically safe and supportive of learning - without this, knowledge workers may either fail to recognize or fail to capitalize on opportunities to learn.
Thanks
Thank you, Dr Laura!
Initial searches were completed with Google Scholar, Perplexity AI, and Scopus AI. Final searches were completed in Academic Search Complete, Education Research Complete, APA PsycNet, ScienceDirect, and ProQuest.
Before COVID, research and discussions around IWL and SRL in the workplace occurred in a context where co-located, in-person workplaces were the default workplace paradigm. The pandemic drastically accelerated a shift to fully remote or hybrid remote workplaces, as well as a stronger emphasis on worker autonomy and independence.
Self Regulated Learning in Remote and Hybrid Workplaces
Lisa Apperly
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Transcript
Self-REgulated Learning in Remote and Hybrid Workplaces
Supports for Informal Learning in Digital Environments
2025
Lisa Apperly | EDUC 630 Dr Laura Desportes | Dept. of Education
abstract
Most professional development in knowledge work occurs through informal workplace learning (IWL), usually mediated by in-person communication. Recent shifts to remote and hybrid workplace environments have increased workers’ autonomy but also forced the digitalization of social interactions. Self-regulated learning (SRL) strategies share similarities with IWL behaviors; this study presents a review of existing literature examining the use of SRL strategies specifically in remote and hybrid workplace settings. These strategies can help workers set goals and regulate their skill development, but a supportive and trusting work environment is a necessary precondition for these skills to be successful.
informal learning and self-regulation
iwl behaviors
SRL STRATEGIES
VS
remote and hybrid workplaces
Individual workers and teams in remote/hybrid workplaces are dependent on digital tools and platforms to foster communication and learning. Microsoft Teams, Slack, Zoom, LinkedIn, and even new generative artificial intelligence agents can support learning activities.
IWL is also highly collaborative and team-based.
+ more
RESEARCH QUESTIONS
Which environmental supports are most important to facilitating the use of self-regulated strategies in informal workplace learning?
Are there any SRL strategies that are more closely related with success in goal achievement?
How do workers in remote/hybrid workplaces use self-regulated learning strategies to manage professional learning?
327
Initial search results
method
34
Relevant search results
Search terms:
added
Snowballing, personal interest
removed
Irrelevance, applicability
+ sources
14
Final count of studies
results
1395
50%
Nearly 1400 study participants represented remote and hybrid workplaces across the globe: Europe, China, Nigeria were all represented.
Half the included studies used qualitative data from surveys, ethnographies, and observations.
1901
50%
Five studies did not specify the exact workplace type of participants, instead focusing on digital delivery of learning and training content to 1900 individuals.
Half the included studies used quantitative data from surveys, pre-and post-tests in trainings, and learner activities on digital learning platforms.
themes
Key themes:
discussion
Significant overlap exists between IWL behaviors and SRL strategies; knowledge workers in digital/hybrid workplaces can benefit from training and application of SRL practices to achieve both individual and team goals. Communication and trust are critical to building a workplace culture that is psychologically safe and supportive of learning - without this, knowledge workers may either fail to recognize or fail to capitalize on opportunities to learn.
Thanks
Thank you, Dr Laura!
Initial searches were completed with Google Scholar, Perplexity AI, and Scopus AI. Final searches were completed in Academic Search Complete, Education Research Complete, APA PsycNet, ScienceDirect, and ProQuest.
Before COVID, research and discussions around IWL and SRL in the workplace occurred in a context where co-located, in-person workplaces were the default workplace paradigm. The pandemic drastically accelerated a shift to fully remote or hybrid remote workplaces, as well as a stronger emphasis on worker autonomy and independence.