Knowledge sharing uncovers all kinds of information about staff, from hidden talents to harboured thoughts and feelings about the company. There are many scenarios where pursuing social learning pays dividends , and this training style is becoming increasingly popular among businesses as a result.
But whilst there is enough evidence out there to convince the average business owner that social learning is worth a shot, staff themselves may need an additional nudge.
It's true that introducing new training programmes can (initially) be unnerving for employees who are used to a routine. Here, we reveal some of the best ways to break convention and drive learner generated content into a staff training programme.
Facilitate socialising wherever possible
The traditional cubicle-style offices have fallen out of favour in the modern working climate, with open plan spaces favoured by many startups and growing businesses. Little things – like room design – can play a huge role in improved socialisation, encouraging staff to interact with one another rather than tackle problems on their own.
The more steps you take to facilitate socialising now, the more willing your workforce will be to embrace social learning later. If staff already engage in positive communication with workmates, any learner generated training will prove more of a small step than a leap.
Some of the best ways to facilitate socialising in the office are tried and tested. These include sticking to open plan blueprints (with a dedicated social zone for lunch breaks), hosting regular team trips and nights out, and getting staff to work together on projects as much as possible.
Give staff responsibility
One reason why staff might be reluctant to engage with learner generated content (i.e. creating materials themselves) is that they lack confidence in their own ability. If an employee has never been given any kind of responsibility to lead from the front, take charge, or submit projects without supervision, it makes sense that they might feel uneasy about influencing others.
By giving your workforce more responsibility, the introduction of social learning via a modern LMS won't seem so jarring or daunting. Offer them extra duties, ask for their opinion on important decisions, invite them to sit in on interviews to get their feedback, and enquire if they'd like to lead any future meetings. When a member of staff demonstrates they are an expert in a particular subject – encourage them to help the rest of the team before documenting their knowledge.
When staff have more responsibility, they feel confident in their capability to contribute towards social learning content on an LMS.
Offer recognition and reward for social contributions
Getting staff to use learner generated content can be a slow process (as they attempt to wrap their heads around an alien concept), but you can speed things up by offering incentives along the way.
For example, any member of staff found to be posting genuinely useful skills or tips on the LMS forums or sharing insightful web links with the rest of the team, should be recognised.
By including ranks and awards, and even a leaderboard in your office learning culture, you can promote a positive atmosphere of mutual support while introducing a bit of fun. With higher numbers of staff vying to be the top social contributor, the more social learning will be used and the quicker it'll be incorporated into your training regime.
Social learning is revolutionising training in the workplace, and you can get your staff on board by introducing learner generated content via Learn with Mobile .
If you're looking to educate in a fresh, affordable, and rewarding way, check out fully mobile responsive e-learning solutions using Learn with Mobile. Get started for free right now, or call the Ambidect team on +44 (0)1260 221292 if you have any questions.