Social learning in your organisation: Enhance collaboration and knowledge sharing

Social learning, according to Bandura, is based on the principle that we learn best when we collaborate and learn from each other. We learn by observing the way others work, when we ask for their advice and actively copy what they do. Deloitte says that today, social learning is interwoven into a deliberate strategy within organisations, supported by online platforms, to help professionals learn from and with each other.

The past year Next Learning Valley experienced the overwhelming power of social learning while hosting open online courses with up to 700 L&D participants. However, effectively integrating social learning in organisations can also be challenging, as Next Learning Valley experienced while implementing social learning platforms in organisations such as Radar Vertige and Red Cross Netherlands. Social learning has significantly enhanced knowledge sharing and collaboration within these organisations. To help you make the most of social learning in your organisation we share some challenges and tips for implementing social learning.

The Power of Social Learning

Did you realise that social learning is something you do every day? Social learning involves actively participating in conversations, exchanging ideas, and enhancing each other’s knowledge and skills. The flexibility and informal nature of social learning make it particularly appealing to today’s learners. Social learning not only complements formal training but also enhances engagement by tapping into learners’ intrinsic motivation. Learners take charge of their own learning, leading to a more engaging and enjoyable experience that can improve overall performance and retention of information.

By engaging with your coworkers, for instance while you’re trying to solve a problem, you gain insights from others with (practical) expertise, ensuring that the information is both relevant and contextual. This approach seamlessly integrates learning into daily workflows, providing immediate access to knowledge and making it more pertinent to practical applications.

Additionally, social learning fosters teamwork and communication within organisations. Learning in groups builds trust and camaraderie, essential for effective teamwork, and creates a supportive environment where everyone can contribute. By filling skills gaps and standardizing best practices, social learning enhances the collective knowledge base and promotes inclusivity. It also supports employee retention by improving morale and well-being, as individuals feel valued and connected. By using a (socially driven) learning platform, social learning facilitates a more open and constructive exchange of ideas, enhancing overall organisational communication.

Challenges of social learning

Two main challenges influence the success of social learning in your organisation.

Building a social learning environment

One of the primary challenges is fostering a culture where employees feel comfortable to actively participate in a social learning platform. Many employees are hesitant to share their knowledge online, fearing criticism or doubting the value of their contributions. This can lead to low engagement and limited collaboration.

Tip 1: Make sure your learning platform cultivates a culture of respect and appreciation. This can be done by setting clear guidelines and actively moderating to ensure positive interaction.

Tip 2: LXPs are designed to support social learning by focusing on the collective learning experience. These platforms provide spaces where information can be shared, curated, and delivered to a broader audience, effectively capturing informal learning and ensuring it is accessible to everyone within the organisation.

Tip 3: Implement a mentoring system within your learning platform. By assigning experienced employees as mentors, new participants can feel supported and encouraged to engage. This creates a safer learning environment where knowledge sharing is actively promoted.

Maintaining long-term motivation

Sustaining motivation for social learning over time is another hurdle. Your employees may start with enthusiasm, but without ongoing incentives, this enthusiasm can quickly wane, leading to a decline in participation.

Tip 1: For social learning to truly succeed, it’s essential that participants have opportunities to connect beyond the typical comment and chat functions. Consider hosting exclusive timed events where learners can gather and discuss their experiences in real time, allowing them to connect on a more personal level outside of the usual, impersonal interactions.

Tip 2: Use gamification techniques such as awarding points, badges, or certificates for active participation. Setting up a leaderboard to recognize the most active participants can foster healthy competition and encourage continuous involvement in social learning.

Tip 3: Encourage employees to create and share their digital content, such as video presentations, audio files, or checklists. These resources can be uploaded into a learning platform, making them accessible to a wider audience. By empowering employees to contribute their expertise, you enhance the collective knowledge base in your organisation.

Conclusion

By implementing a social learning culture of respect and providing the right platforms and incentives, organisations can fully integrate social learning into their daily workflows. This approach not only improves employee engagement and retention but also strengthens teamwork and communication.