Social learning is a big deal in employee training. That makes a lot of sense when you consider human behavior. We are very social animals. While we can learn a lot from reading a book, completing a worksheet, or watching a lecture, this is not the way most people hone their skills.
The 70-20-10 rule helps explain the way we improve our abilities. The rule means that 70% of learning comes from experiences, 20% comes from mentors or peers, and 10% comes from formal education.
Formal education is still important because it lays the groundwork for what we need to know. However, the first two are essential to perfecting a task and ingraining knowledge into our day-to-day behaviors.
Both experiences and developmental relationships (like those between mentors and peers) are related to social learning.
If you aren’t sure where to begin, consider reading online LMS reviews. This will give you a better understanding of social learning and how to implement it. Some of the most popular social learning features to look for include:
• Discussion boards or forums
• News feeds and alerts
• User-generated content
• Social networking profiles
• Gamification
The first step is understanding why social learning is so powerful. What benefits can you gain from using this modern approach to employee training?
Social Learning is More Natural Than Other Methods
Social learning comes more naturally than other training methods. Humans have gained knowledge through observation and emulation for generations.
Social learning creates a space to do this. Learners can observe how others handle problems or complete tasks. This can occur in person or online through discussions and live videos.
Social learning is generally an informal method that can occur anywhere at any time.
Reduce Overall Training Costs Through Peer Interactions
Social learning is an inexpensive method to use. That’s because content and interactions rely more heavily on peers and fellow learners.
Take some of the burden off trainers by letting learners support each other. Questions can be asked in chats or on forums that can be answered by peers. These interactions can still be monitored and mediated by trainers while reducing some of their workload.
Peers can also share resources that they find online and elsewhere or create their own content to help each other.
Increase Learner Engagement with Knowledge Sharing
Knowledge sharing is also a good way to increase learner engagement. Engagement has a direct impact on success. When a person is engaged, they are more likely to retain knowledge and ask questions.
Learners tend to be more engaged when others are present to participate. Having a group to ask questions and share knowledge is far more interesting than doing it alone.
Build Stronger Bonds Between Trainees and Subject Matter Experts
Your organization’s subject matter experts are an essential part of your training efforts. These are the people who should help develop and evaluate content. They can also participate in training as mentors and guides.
Connecting your trainees to your subject matter experts will establish important bonds. These relationships can carry over as trainees join the workforce. They will know who to go to with questions and can learn a wealth of information that helps them become experts as well.
The more knowledgeable your team is, the more successful your company will be.
Work Toward Improved Knowledge Retention Using Social Strategies
Social learning is a great strategy for retention of knowledge. The 70-20-10 rule explains why this approach can help your learners retain the information they need.
Humans learn more effectively when they observe others. Social learning is the perfect way to do just that. Bring learners together with trainers and subject matter experts who can demonstrate tasks and processes.
Delivery of information is also important. Body language and tone have a lasting effect on how a person remembers an event. These elements add another layer to training that increases the likelihood of a learner remembering what they were taught.
Encourage a Culture of Continuous Learning at Work
Successful companies often adopt a culture of continuous learning. When employees grow their skill set, the whole company benefits.
Social learning creates unique opportunities to keep expanding knowledge. Already having established relationships with mentors and experts, new hires and freshly trained employees will be more likely to collaborate and solve problems together.
These processes also mean more observation and more chances to learn something new while on the job. Knowledge is shared openly, which nurtures a culture of continuous learning.
When everyone wants to further their education, it gets easier to figure out things like how to use eLearning to strengthen your customer training program.
Let Learners Problem-Solve as a Group Rather Than Struggle Alone
Not having an answer and not knowing where to get it can be demoralizing. Some people find asking for assistance difficult. This is made much worse when there are no established relationships within a team.
Social learning helps combat this problem by establishing those relationships and opening pathways of communication.
Workers who know your team’s subject matter experts are more likely to find answers. They will be equipped with the tools they need to collaborate and problem-solve as a group.
Getting acquainted is the first step. Once team members are familiar with each other, they will be more likely to rely on their peers and mentors when they need support.
Creates a Sense of Belonging in Remote Workers
Working remotely isn’t a new concept. However, it has come into greater focus since the pandemic. It provides many benefits, but also a few drawbacks. The most notable of which is the feeling of isolation some remote workers experience.
It’s important for teams to feel a sense of togetherness as they work towards shared goals. Social learning can help do this.
Social learning methods create spaces for interaction that can be accessed online, especially when using an LMS. Give your teams a forum, internal social network, or other resources to bring them together.
No matter where they are physically, your employees should know where to go to interact with the rest of the team. You can also learn how to make your online employee training more interactive for everyone, whether they are on-site or working remotely.
Onboarding Happens Faster When Using the Group Approach
By providing social learning that’s more personal, you can speed up the onboarding process. Employees tend to integrate faster when they work with their peers and are given access to key people to guide them.
There is a psychological effect as well. When new hires feel supported, they are more likely to seek knowledge and reach out to their peers.
This can have a long-term effect when a new hire becomes the experienced worker whom another new hire may need for support. It establishes good communication and a desire to treat others with the same consideration they received when they were new.
It all starts with a solid LMS platform that includes social learning features like forums, chats, social networking, and gamification.
