Social learning can support learners through the power of community. Here’s how to implement it into your learning strategy.
Imagine this.
You’re in work, trying to learn a new skill.
You’ve spent hours watching tutorials, reading books, and taking notes.
But then, you join an online community, start sharing your work, asking questions, and suddenly—everything clicks.
You’re not just learning anymore. You’re growing, connecting, and fostering a deeper understanding.
That’s the magic of social learning.
It’s not a new idea, but in today’s hyper-connected world, social learning has take on a whole new level of power.
Whether it’s peer feedback, collaborative projects, or communities of practice, we now know that people learn best with and from each other.
As traditional training methods struggle to keep pace with the dynamic needs of modern businesses, social learning has emerged as a powerful tool to foster continuous development and collaboration.
But what exactly is social learning, and why is it transforming workplaces around the globe?
And more importantly, how can L&D teams harness it for good?
Keep reading to learn:
- What social learning is
- The 8 key benefits of social learning
- How to incorporate social learning into your L&D strategy
Let’s get started.
What is social learning?
Social learning, a concept rooted in the theory that individuals acquire new knowledge and skills through observation and interaction with others, is transforming the way we approach professional development.
Unlike traditional learning methods that often rely on formal instruction, social learning leverages the power of collaboration and informal exchanges to foster continuous improvement.
This approach encourages employees to share experiences, insights, and best practices, creating a dynamic environment where knowledge is constantly evolving.
78% of employees believe that social learning enhances their productivity and effectiveness at work.
By embracing social learning, organisations can cultivate a culture of continuous development, innovation, and mutual support.
💡 Pro Tip
Totara Engage is a fantastic feature of any LMS that allows you to bring in collaboration between other learners.
Learn more about Totara Engage
The benefits of social learning in learning and development
We’re not the first ones to highlight the potential impact of social learning.
A study by Bersin & Associates found that social learning can improve employee productivity by up to 20%.
And that’s not all.
A massive 85% of organisations believe that social learning helps solve critical business knowledge and skill gaps.
So what are the benefits of social learning?
- Enhanced knowledge retention
- Improved collaboration
- Increased innovation
- Faster skill development
- Higher engagement and motivation
- More cost-effective training
Let’s look at these in more detail:
Enhanced knowledge retention
Social learning fosters deeper engagement and active participation, which can significantly improve knowledge retention.
When employees discuss and apply new concepts in real-time through collaborative activities, they are more likely to remember and understand the material.
This approach reinforces learning through repetition and practical application, ensuring that knowledge is retained more effectively.
Improved collaboration and teamwork
Social learning encourages employees to work together, share insights, and learn from one another’s experiences.
This collaborative environment enhances teamwork and builds stronger relationships among colleagues.
By creating opportunities for employees to interact and collaborate, you can cultivate a more cohesive and supportive work culture.
Increased innovation and creativity
When employees are encouraged to share ideas and discuss different perspectives, it stimulates innovation and creativity.
Social learning environments provide a platform for brainstorming and problem-solving, leading to the generation of new ideas and approaches.
This culture of open communication and continuous learning can drive innovation and keep you competitive in rapidly changing markets.
Faster skill development
Social learning allows for quicker dissemination of knowledge and skills across your organisation.
Employees can learn from the expertise of their peers, speeding up the learning process.
This is particularly beneficial for onboarding new hires or upskilling existing employees, as they can quickly acquire the necessary skills by interacting with more experienced colleagues.
Related: Onboarding best practices to try
Higher engagement and motivation
Learning through social interaction can be more engaging and enjoyable than traditional training methods.
Employees are more motivated to participate in learning activities that involve collaboration and peer support.
This increased engagement leads to a more enthusiastic and committed workforce, eager to learn and develop continuously.
Related: The importance of sharing knowledge in the workplace
Cost-effective training
Social learning can be a cost-effective alternative to traditional training programs.
By leveraging internal resources and expertise, you can reduce the need for external trainers and expensive training materials.
Social learning initiatives, such as peer mentoring, discussion forums, and collaborative projects, can be implemented with minimal financial investment.
How to incorporate social learning into your learning and development strategy
Incorporating social learning into a learning and development (L&D) strategy can significantly enhance the effectiveness and engagement of training programs.
Here are practical steps to effectively use social learning:
Step one: Leverage technology platforms
This is the big one.
Using the right tool is key to implementing social learning into your L&D strategy.
Many LMSs won’t have any features that support social sharing, or integrate with other tools like Slack or Microsoft Teams.
You need to find a tool that is laden with social features that can create spaces for employees to interact, share knowledge, and collaborate.
These tools can host discussion forums, project groups, and peer-to-peer learning activities.
💡 Pro Tip
BuildEmpire offers a rich learning environment for its customers. By using the Totara tools, we can create custom learning systems that are rich in social learning features like playlists, forums and more.
Learn more about Totara Engage
Step two: Encourage peer mentoring and coaching
For more formal knowledge sharing, consider mentoring and coaching.
Pairing less experienced employees with seasoned professionals fosters a culture of continuous learning and support.
Mentors can provide guidance, share best practices, and help mentees navigate challenges.
Step three: Create collaborative learning opportunities
Design training programs that incorporate group projects, workshops, and collaborative exercises.
These activities encourage employees to work together, exchange ideas, and learn from one another.
Collaborative learning not only enhances understanding but also builds teamwork and communication skills.
Step four: Promote knowledge sharing
Encourage employees to share their expertise and experiences through regular knowledge-sharing sessions, such as lunch-and-learns, webinars, or internal conferences.
Creating a culture where knowledge sharing is valued and rewarded motivates employees to contribute and learn from each other.
Step five: Implement social learning networks
Develop internal social learning networks where employees can connect, discuss, and collaborate on various topics.
These networks can be topic-specific, allowing employees to join groups that align with their interests and professional development goals.
Encourage active participation and regular contributions to keep the networks vibrant and valuable.
Step six: Use real-world scenarios and case studies
Incorporate real-world scenarios and case studies into training programs to facilitate practical learning.
Encourage employees to discuss and analyze these cases in groups, drawing on their collective knowledge and experience to solve problems and make decisions.
Step seven: Provide access to user-generated content
Allow employees to create and share their own training materials, such as how-to videos, blog posts, or presentation slides.
User-generated content can be a rich resource for peer learning, offering diverse perspectives and practical insights.
Step eight: Foster a supportive learning culture
Create a supportive environment that values and encourages continuous learning.
Leadership should model social learning behaviors, actively participating in knowledge-sharing activities and promoting a culture of curiosity and collaboration.
Recognise and reward learning efforts to reinforce the importance of ongoing development.
💡 Pro Tip
Remember your LMS can work for you here when it comes to reward and gamification. With the right tool, you can assign points to learners based on how they engage with the platform. It’s an easy way to improve engagement and get learners to return to the system.
Step nine: Measure and evaluate impact
Regularly assess the impact of social learning initiatives on employee performance and organisational outcomes.
Use surveys, feedback sessions, and performance metrics to evaluate the effectiveness of your social learning strategy.
Related: Why giving feedback in learning is essential
Adjust and refine your approach based on the feedback and data collected to ensure continuous improvement.
By strategically integrating social learning into L&D programs, you can enhance employee engagement, foster a collaborative culture, and drive continuous development.
Embracing social learning not only improves individual performance but also strengthens your ability to innovate and adapt in a rapidly changing business environment.
Wrapping up
Incorporating social learning into your learning and development strategy is not just a modern trend; it’s a powerful approach that can transform the way your organisation grows and thrives.
By leveraging the collective intelligence of your workforce, fostering a culture of continuous improvement, and utilising the right tools and techniques, you can create a dynamic and collaborative learning environment that benefits everyone.
Remember that the key to successful social learning lies in creating a supportive environment where employees feel valued and motivated to learn from each other.
Regularly assess and refine your strategies to ensure they meet the evolving needs of your workforce and your goals.
Want to see how we can support you to make more of your LMS?
Book a demo to see how we can incorporate social learning into your learning strategy.
FAQs
What is social learning in L&D?
Social learning is when individuals learn from one another whether that’s through observation, conversations, collaboration, mentoring, and peer support, rather than solely through formal courses.
It’s rooted in Bandura’s social learning theory, which highlights learning by observing others’ behaviours, consequences, and outcomes
Why is social learning effective?
Social learning enhances learning in many ways:
Cost-effective and continuous: leverages internal expertise for ongoing development
Improves retention: discussing and applying knowledge cements learning
Fosters collaboration & innovation: sharing diverse perspectives leads to creative problem-solving
Speeds onboarding and upskilling: new hires learn workflows faster through peer support
What conditions help social learning thrive?
Social learning thrives when organisations:
- Blend informal social learning with formal training as reflection reinforces learning
- Build psychological safety so employees feel free to share, ask questions, and make mistakes
- Reward and recognise knowledge-sharing and peer contributions
- Champion from leadership to model openness and curiosity