"Employees say they get more out of informal learning, but many social learning programs fail to engage. Here’s what you can do to change that."
It’s about setting expectations and enabling success.
Social learning [is] informal learning. ...
These included: job shadowing, peer-to-peer learning, attending cross-departmental meetings and similar self-managed learning opportunities. When surveyed, employees felt that the informal opportunities were just as valuable, if not more, than the formal learning opportunities.
All employees need searchable profiles, collaboration tools like...screen share and file sharing, forums for sharing knowledge and ideally, some level of integration between all of these.
2. Empower employees to share: Employees are the No. 1 source of knowledge...at any organization. Sett clear expectation that employees should share their knowledge with each other is the first step toward building peer-to-peer learning networks. ...Encourage employees to set up their own training sessions....peer-to-peer or large groups. If employees need to go through human resources or the training department, this can only hold up the process and momentum.
3. Provide the tools: All employees need searchable profiles, collaboration tools like video chat, screen share and file sharing, forums for sharing knowledge and ideally, some level of integration between all of these. [So] many sophisticated organizations still lack some of the most basic collaboration tools.
4. Recognize the effort: Recognize, and even reward, those who participate and contribute.
Related tools & posts by Deb:
- Are you local to SE Michigan? Find out more about horse-guided leadership development sessions (no fee demos) for individuals by contacting Deb, after reviewing her coaching page here.