6 adult learning principles every L&D leader should know for better training outcomes

Think about the last time you learned something new—maybe it was a skill for work, a hobby, or a quick how-to video. Learning never stops, but for adults, it works differently than in school. Understanding how adults learn is key to creating engaging, effective, and easy-to-implement employee training strategies.

At Go1, we believe learning should be intentional, engaging, and tailored to adults' unique needs. By applying proven adult learning principles, you can create effective workplace training experiences that truly resonate with employees—without adding extra admin work.

Let’s explore six key principles that shape effective L&D strategies and how you can apply them in your organization.

In the 1970s, educator Malcolm Knowles introduced the concept of andragogy—the study of how adults learn. Unlike children, adults bring life experiences, motivations, and goals that shape how they acquire new knowledge. While childhood learning (pedagogy) follows a structured curriculum, adult learning is self-directed, experience-based, and goal-oriented.

Here are four foundational characteristics of adult learners:

1. They take ownership of planning and evaluating their learning.
2. Experience is a key learning tool, including past mistakes.
3. They prioritize relevance, focusing on topics that apply to their work or personal lives.
4. They learn to solve real problems, not just absorb information.

Adults want to know: What’s in it for me? By designing training that answers this question, you can boost training engagement and retention. 

1. Need to know: Explain the ‘why’

Adults need a clear reason for learning something. If they don’t see the value, engagement suffers.

Apply it:

• Start every training module with a clear outcome: “By the end of this course, you’ll be able to [specific skill or result].”
• Show how learning connects to real job tasks or career growth.

2. Experience: Build on what they know

Adult learners bring valuable experiences. Training should help them connect new concepts to real-world situations.

Apply it:

• Use peer discussions, role-playing, and real-life case studies.
• Encourage employees to share insights and best practices.

3. Self-concept: Give learners control

Adults thrive when they have autonomy over their learning journey.

Apply it:

• Offer self-paced courses and flexible learning formats.
• Let employees choose their training path based on personal goals.

4. Readiness to learn: Make it timely

Adults learn best when they face an immediate challenge or need.

Apply it:

• Provide just-in-time learning, like microlearning modules employees can access when needed.
• Align training with career development milestones or company changes.

5. Problem orientation: Focus on solutions

Unlike children, adults don’t learn for the sake of learning. They need training that solves real-world problems.

Apply it:

• Use scenario-based learning to mimic workplace challenges.
• Keep courses short, practical, and actionable.

6. Intrinsic motivation: Tap into personal goals

While promotions and bonuses can motivate employees, intrinsic motivation—like personal growth and job satisfaction—is even more powerful.

Apply it:

• Show how learning helps employees reach their career and personal development goals.
• Recognize achievements with certifications or peer recognition.

Make your learning go further with Go1

Applying these adult learning principles ensures that your employee training strategies are engaging, relevant, and impactful. At Go1, we make it easy by offering a vast library of expert-led courses, designed to fit the way adults learn best. That means no wasted time, no unnecessary admin work—just effective workplace training that helps your team grow.

Want to see how Go1 can support your L&D strategy? Book a demo today or subscribe to our newsletter for the latest L&D insights.