How To Cultivate A Collaborative Online Training Culture With Social Learning
There are numerous reasons to incorporate social learning into your online training course. It builds a strong sense of community and turns employees into peer coaches. It even mitigates compliance risks and improves on-the-job performance, as employee training participants observe favorable behaviors. But how do you implement this dynamic approach into your strategy? Our eBook can help you develop a winning social learning program for your organization. Social Learning In The Workplace: How To Cultivate A Collaborative Online Training Culture covers everything you need to know to facilitate knowledge sharing, from the core principles to choosing the right content provider. But first, let’s look at the essential steps to create a strategy that improves ROI and employee engagement.
Steps To Launching A Successful Social Learning Strategy
1. Conduct A Training Needs Analysis And Get Input From Your Team
First things first, identify gaps in your current strategy that can be filled with social learning activities. You should also get input from employee training participants and your L&D department. They offer an inside glimpse at what’s missing from your program and emerging issues you must address. Conduct surveys, interviews, and assessments to identify the pain points and see which resources you can repurpose for social learning.
2. Identify In-House Experts
The next step to developing a successful social learning strategy is to pinpoint your MVPs. These top performers will step into the role of peer coaches and mentors. At the very least, they can help you develop online training resources that resonate with your audience since they’re part of it. Identify hidden talents and how they fit into your strategy. For example, your top salesperson can launch a social media group and post a tip or trick daily. The caveat is that your in-house experts should be ready and willing to take on the responsibility.
3. Create An Accurate Budget And Implementation Schedule
Do an asset inventory and find out how much it’s going to cost to launch a social learning strategy. Consider content development, hiring an outsourcing partner, and maintaining online training resources. It’s also best to develop an implementation schedule to avoid delays. For example, how long will it take to identify top performers and determine their role in your strategy? How much time should you set aside to develop demos or serious games?
4. Choose Ideal Delivery Platforms
Most online training approaches heavily rely on the delivery format. However, this factor can make or break your social learning strategy. The platforms you use must be intuitive and involve a low learning curve. This applies to social media sites, online forums, your LMS, etc. Employees need to be able to communicate with peers and access JIT support resources without tech obstacles. Ideally, you should opt for platforms they’re already familiar with. Such as video conferencing and live chat software they’ve used for past projects or online training courses.
5. Develop Content And Get The Conversation Started
Social learning involves a 2-pronged approach. The first is to create content as part of your structured curriculum, such as videos, tutorials, and infographics that provide a visual example. The second is to launch online support tools for the team that eventually run by themselves, or with minimal intervention. For example, start a social media group or blog where employee training participants can congregate and collaborate remotely.
6. Gather Feedback To Improve Your Strategy
Conduct surveys and focus groups to get feedback from the team after you implement your social learning strategy. It’s a work in progress. So, welcome their honest opinions to continually improve your approach. Is there enough peer-based collaboration? Are there only a few employee training participants who actively participate in the process? Are your demo videos and real-world examples still relevant?
How To Foster Collaboration And Teambuilding With Social Learning
The many myths that surround social learning may give you cause for concern. However, there are ways to measure employee performance. It’s not simply a mix of random and impromptu online training activities, even employees without tech skills can participate in the discussion. Now that the misconceptions are out of the way, you can use our eBook to facilitate knowledge sharing. Here are just a few tips you’ll discover in Social Learning In The Workplace: How To Cultivate A Collaborative Online Training Culture...
- What Is Social Learning? 6 Essential Elements Of A Successful Social Learning Strategy
- Bandura's Social Learning Theory And Beyond: 6 Core Principles Of The Social Learning Model
- Tips To Find The Best Social Learning Approach For Your Onboarding Training To Prepare New Hires
- Ways To Incorporate Social Learning In The Workplace For Just-In-Time Learning Support
- Popular Social Learning Myths That Are Completely Wrong And Truths Behind Them
- Top Social-Emotional Learning Activities For Employee Performance Management
- Tips To Select The Right eLearning Content Provider For Social Learning
- Social Learning Examples To Integrate Into Your Online Compliance Training Course
- How To Incorporate The Social Learning Theory Into Extended Enterprise Employee Online Training
- Ways Social Learning Facilitates Knowledge Sharing And Talent Development
Social learning is not without complications. Peer discussions can spiral out of control without guidelines and ill-timed feedback can cause hurt feelings. There may even be some employee training participants who fly under the radar and prefer to sit on the sidelines. However, our eBook can help you prevent these pitfalls and build a stronger team dynamic. Download your copy of Social Learning In The Workplace: How To Cultivate A Collaborative Online Training Culture to make the most of in-house talent and enrich your performance management program.
