The Transformative Power of Social Learning in L&D

In traditional training environments, research suggests that people typically retain only 10% of the information learned within 72 hours. However, when social learning approaches are employed, retention rates can soar to as high as 70%.?

The Association for Talent Development reveals that social learning approaches boast an impressive 75:1 ROI ratio over web-based training. Recognizing these significant benefits, leading corporations are increasingly incorporating social learning into their L&D efforts, revolutionizing the sector.

Unleashing the Potential

Consider the case of IBM, where the utilization of Massive Open Online Courses (MOOCs) resulted in a high dropout rate, with only 5% of learners completing the course. To address this challenge, IBM turned to social learning strategies , implementing a dedicated Slack channel where employees could ask questions and receive answers from their peers. This collaborative learning approach not only enabled individuals to learn from one another but also provided valuable insights by exploring the questions posed by fellow learners.

Recognizing the need for more effective learning solutions, organizations of all sizes are embracing social learning strategies. This shift is particularly crucial in today's fast-paced world, where microlearning tools play a vital role.

Addressing L&D Challenges

Recent surveys highlight key challenges faced by L&D departments , including employee complaints about insufficient training time and irrelevant content. Traditional training courses often require significant time and resources to develop, with some taking a day or even a month to create a single course. As a result, these courses tend to be generic and outdated, failing to meet the specific needs of learners.

To bring social learning strategies to life, learning material must be easily replicable, motivating, and capable of evoking a desire to demonstrate knowledge. Bite-sized training content provides employees with the flexibility to access courses at their desired time and place such as during daily commutes. Moreover, it allows them to revisit content whenever needed, reinforcing their learning experience. From an L&D perspective, shorter content is easier to produce, motivating them to create tailored programs for various departments, including sales, marketing, and the C-suite.

Preparing for the Future

The World Economic Forum's Future of Jobs Report predicts that by 2025, 50% of all employees will require reskilling as technology adoption continues to accelerate. To retain top talent, organizations must acknowledge that expanding engaging learning opportunities will propel their business forward.

Social learning offers a transformative solution to address this need for upskilling and reskilling. By leveraging social learning strategies, companies can provide accessible and relevant training to their workforce, ensuring that employees are equipped with the skills necessary to thrive in the evolving digital landscape. This proactive approach not only supports talent retention but also cultivates a culture of continuous learning and growth.

As the L&D sector evolves, the incorporation of social learning strategies emerges as a powerful tool to enhance employee engagement, knowledge retention, and overall business performance. By leveraging the benefits of social learning and embracing microlearning tools, organizations can overcome traditional training challenges and meet the demands of a rapidly changing workforce. Embracing this transformation is crucial for organizations looking to stay competitive and ensure a skilled and adaptable workforce in the years to come.

Tigerhall specializes in providing customized microlearning programs that are specifically designed to enhance social learning endeavors.We can help implement effective microlearning strategies that are tailored to your business needs. Reach out to our team today to learn more about how Tigerhall can support your organization's learning and development goals.