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Companies need to develop the informal learning in their employees to encourage their professional development and the ongoing improvement of their professional skills and abilities and acquisition of new professional knowledge. At the same time, the informal learning may be a challengeable task for companies, where the informal learning is under-developed because the informal learning implies the high level of self-organization of employees and their ability to learn in the course of their work. In this regard, companies, such as 3d company, need to develop effective strategies of the informal learning, which stimulate employees to learn and extend their knowledge and experience.
In actuality, sharing knowledge is one of the most effective strategies that can be applied in the contemporary business environment in the 3d company setting. The sharing knowledge strategy implies that employees can work in teams and they share their professional knowledge and experience with each other in the course of their work. Team members should change each other and move from one team to another. In such a way, teams will change constantly and team members will share new knowledge with each other. On the other hand, this strategy has a substantial drawback because the change of the team members may deteriorate the team performance. In fact, new team members may have problems with adaptation to the work in a new team and the performance of the team will deteriorate, at least at the beginning.
At the same time, employees should keep learning all the time, even when they work. Specialists (Reiser & Dempsey, 2002) argue that the best way to learn is the empirical way, when employees are trying new experiences to learn new information and to acquire new skills and abilities. In fact, employees need to try something new in their work to learn whether it has positive or negative impact. In case of a positive effect of an innovation, they can use it and share their experience with other employees. However, this strategy has its limitations because trying new experiences is not always positive but it may have negative outcomes that may be harmful not only to employees but also to the entire company. For instance, if employees fail to succeed in their efforts to introduce an innovation or to learn some new skills, they are likely to feel desperate and disenchanted in their work. As a result, their performance will deteriorate and the productivity of employees will drop as well. The company will suffer from the deterioration of the organizational performance and it will to motivate its employees to help them to overcome their psychological problems caused by the failure of their experiments.
Furthermore, employees should track new technologies being introduced and learn how to use them. In fact, the management of the company should encourage employees to focus on innovations being introduced in the 3d industry. To motivate employees, the company can promote those, who manage to use technologies introduced in other companies. In terms of this learning strategy, it is possible to develop self-analysis of employees. To put it more precisely, employees recall three most important innovations employees have learned within last year and discuss them in groups. In such a way, they share their knowledge and experience and learn new knowledge about the new technologies. Employees, who are the most successful in this regard can get promotion and work as coaches, whereas other employees are coachees.
However, the most effective informal learning strategy should be grounded on the creative work of employees. In this respect, it is possible to focus on using the strategy, when employees offer innovations they believe to improve their performance, or facilitate their work, or improve the organizational performance. This strategy is particularly effective because, on the one hand, it stimulates employees to the creative work, whereas, on the other hand, the company obtains new technologies and products it can use to take the leading position in the market. At the same time, it is important to point out that the innovative activities of employees stimulate them to learn more. They look for new information they need in their innovative activities, they try, they conduct studies and experiments, and they create and implement innovations.
Thus, taking into account all above mentioned, it is necessary to lay emphasis on the fact that the informal learning can raise significant problems because the company will need to motivate its employees to learn and to organize the learning process. On the other hand, positive effects of the informal learning can hardly be underestimated because the effectiveness of work of employees increases when they have an inclination to the informal learning.

References
Reiser, R.A., & Dempsey, J.V. (Eds.) (2007). Trends and Issues in Instructional Design and Technology (2nd ed.). Saddle River, NJ: Pearson Education.
Reiser, R.A., & Dempsey, J.A. (Eds.) (2002). Trends and issues in instructional design and technology. Upper Saddle River , New Jersey : Merrill/Prentice Hall.
Reiser, R.A., & Dick, W. (1996). Instructional planning: A guide for teachers (2 nd ed.). Boston , Massachusetts : Allyn & Bacon.