The last few years have seen a significant increase in the use of social learning for employee training. In this article, I share the benefits of social learning and show you how you can use microlearning videos as an effective social learning tool.
While the use of social learning for employee training is being talked about in the last 4–5 years, the social learning concept has been an accepted practice for over 50 years.
The reason social learning is finally gaining acceptance for employee training is on account of many factors notably:
Put simply, social learning is nothing but learning with and from others.
Even though L&D teams have been a bit skeptical about the value social learning can add to employee training, the fact remains unchanged that social learning is a significant way in which we learn.
Social learning can happen through many channels, mainly through:
In fact, we continuously learn from each other during our day. This can range from informal sessions in the morning huddles to structured discussions. Let’s not forget the information we review on a daily basis on social media channels.
As I have highlighted earlier, the social learning concept is not a new concept, and there are several theories that support it.
Even the 70/20/10 model for Learning and Development reaffirms that social learning is a significant way to learn and must be part of your employee training plan.
Still not convinced?
Do take a look at the following facts and you will change your mind:
Like any other strategy, the use of social learning for employee training can deliver the impact when it is applied correctly.
I see this to have a combination of the following approaches. You can begin with the first one, see how it is being accepted by your team and then add the second one.
Let us look at the benefits of social learning from two perspectives:
The benefits for the learners:
The benefits for the business:
There are several ways through which you can provide social learning (particularly to support its semi-structured delivery). Notably, you can leverage the power of microlearning techniques to offer social learning.
Specifically, microlearning videos are emerging as an effective social learning tool as they offer a rapid development option with the following benefits:
Now, I share a few examples to illustrate how microlearning videos act as an effective social learning tool. These are designed to complement and support a formal training initiative (as a reinforcement or explainer). Given their bite-sized format, they will be consumed and shared easily. They can trigger conversations, build momentum, and help you get more employees to consume them.
Example 1 – Refresher Nugget
This 30-second video is a refresher nugget pushed to learners who have already completed a course on the subject. It is designed to reinforce the key aspects of the learning and enables better retention.
Example 2 – Personalized Nugget
These 40-second microlearning videos are short nuggets of information pushed through a learning portal. They are offered based on the completion and browsing patterns of the learner, and they encourage an environment of continuous learning.
Example 3 – Concept/Process Explainer Nugget
These 25-second explainer videos are a great microlearning format to drive a concept, a process, or a definition that would otherwise be very boring if done through traditional eLearning formats.
I hope this article provides the required pointers on the power of social learning for employee training and how you can integrate it into your learning strategy through high-impact microlearning videos.
If you have any queries or need any specific support, do contact me at firstname.lastname@example.org.
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