Push vs Pull Learning for Staff Compliance

Posted by

Vivek Dodd

on 21 Sep 2023

Engaging employees with a learning strategy is crucial for staff compliance. We compare push and pull learning to find the most effective approach for your compliance training programme.

push vs pull learning

When it comes to staff compliance, it's essential to find the best learning approach to suit the needs of your employees. By comparing push and pull learning, you can decide which approach is best for your compliance programme.

Push versus pull learning for compliance training

Creating a learning environment that is both engaging and effective is paramount to the success of any compliance training programme, making it imperative to find the approach that works best for your staff.

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What is push & pull learning?

Push learning and pull learning are two different approaches to learning. In push learning, the instructor or learning provider determines what the learner will learn and when they will learn it. Whereas, with pull learning, the learner determines what they want to learn and when they want to learn it.

Push learning

Push learning is a traditional approach to learning where the instructor or learning provider determines what the learner will learn and when they will learn it. In push learning, the instructor or learning provider dictates the learning objectives and activities, leaving the learner to follow their lead and complete the tasks assigned.

Pull learning

On the other hand, pull learning is a more learner-centred approach to learning. It is often used in informal learning settings, such as online learning platforms and workplaces. In pull learning, the learner determines what they want to learn and when they want to learn it.

The learner can access learning resources, such as articles, online courses, videos, and simulations, on demand. Pull learning also offers the opportunity for learners to engage with other learners and experts for assistance and support.

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What is the difference between push & pull learning?

Pull learning can be more effective for self-directed learners who want to learn at their own pace. It can also be more effective for learning complex topics, as learners can focus on the topics that are most relevant to them. Here are the key ways in which the learning approaches differ:

Feature Push Learning Pull Learning
 Who controls the learning? Instructor or organisation Learner
When does learning take place? At predetermined times At the learner's convenience
What is the learning format? Lectures, textbooks, exams Online courses, articles, videos
How is learning assessed? Grades, tests, quizzes Self-assessment, portfolios

Why consider different learning approaches?

To maximise the efficacy of your compliance training programme, it's crucial to align your content with an approach that delivers it in the most effective manner possible.

  • Different topics require different learning approaches. It's important to tailor your learning approach to the topic at hand, as certain topics may be better suited for lectures while others may require hands-on activities. By taking into account the subject matter, you can select the most effective learning methods for your compliance training programme.
  • Different people learn in different ways. Everyone learns differently, whether it's through reading, listening, watching, or hands-on activities. It's important to explore different learning approaches to discover the ones that work best for you and your compliance training program.
  • Different learning approaches can be more effective for different people in different situations. It's important to acknowledge that everyone learns differently. By understanding your employees' needs and preferences, you can select the learning approaches that will be most effective.

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What are the benefits of pull learning?

Overall, pull learning can be a beneficial approach to learning for both learners and instructors/course organisers. Online courses, as a learning format, allow for increased engagement, relevance, flexibility, self-directed learning skills, and ownership.

This approach facilitates a more targeted and concentrated learning experience. The three key benefits of this learning approach are:

  • Engagement: By allowing learners to choose what and when they want to learn, pull learning creates a more engaging and personalised learning experience.
  • Relevance: The learner-centric approach of pull learning allows learners to focus on the topics that are most important to them, making the learning experience more relevant and personalised.
  • Flexibility: Pull learning can be more flexible than push learning, as learners can learn at their own pace and in their own time.

    Which learning approach is best?

The best approach to learning depends on the individual's needs and preferences. It is also important to consider the type of content.

While both push and pull learning have their own advantages and disadvantages, with compliance training, e-learning using a pull learning approach is an effective way to communicate the necessary information.

It is important to consider the fact that not all learners learn in the same way. Accommodating different learning styles is a factor to take into account when designing your compliance training programme.

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Key compliance insights on push & pull learning

It's important to keep in mind that the mark of an effective compliance training programme is providing opportunities for feedback. This will help you to assess the effectiveness of the learning approach and make adjustments as needed. You can provide feedback through staff surveys, interviews, or informal conversations.

Here are a few compliance insights to bear in mind when considering your staff compliance training programme:

  1. Hybrid approach: Many organisations opt for a hybrid approach, combining elements of both push and pull learning. Push learning ensures that essential compliance information is communicated effectively, while pull learning allows for ongoing, self-directed learning and reference.
  2. Measurement and assessment: Regardless of the approach chosen, it's essential to measure the effectiveness of compliance training and the extent to which employees are retaining and applying compliance knowledge.
  3. Adaptation to learning styles: Different employees may have varying learning styles and preferences. Offering a mix of push and pull learning options can cater to a broader range of learners.
  4. Regular updates: Compliance regulations change over time. Organisations must keep their compliance information up-to-date and ensure that employees are aware of any modifications.
  5. Communication and engagement: Effective communication about the importance of compliance and engagement strategies is crucial for both push and pull learning to succeed.

    In summary, push and pull learning are two complementary approaches to compliance training and knowledge dissemination. The choice between them or a combination of both depends on your organisation's specific needs, the nature of compliance requirements, and the learning preferences of your employees.

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