This informal CPD article, ‘The Role of Social Learning in Remote and Hybrid Work Environments’, was provided by iAM Learning, who are transforming the way your workforce trains and retains, using high-end animation, lovable characters and captivating stories to make even the most serious subjects appealing and unforgettable.
You already know that the working world has changed extensively in the past few years. Everyone has their own opinion on whether the huge rise in remote and hybrid working is a good thing. But it certainly does come with some challenges, especially when it comes to learning.
What is social learning
You see, we often use social learning to train people. That’s where people learn new skills and experiences by watching interacting with and learning from other people. It’s the workplace equivalent of learning to bake a cake by watching how your mum does it. In a remote or hybrid setting, it’s more like a new starter shadowing one of your more experienced colleagues over a video call.
Social learning is often more effective than merely following written instructions or watching a YouTube video on how to do something. It allows for interaction, question-asking, and idea exchange. Generally, social learning helps spread knowledge across the team, strengthens bonds between colleagues, and can boost employee engagement. It also bridges the gap created by physical distance, ensuring that everyone, including 'gig' workers, feels connected and part of the team.
What are some practical strategies for this new, digital, way of social learning?
Start simple. You need the right tools in place. A good video conferencing tool is crucial for face-to-face interactions. And you’ll need a stable internet connection, too. But why stop at videos? Collaborative tools can help you brainstorm visually. They make remote teamwork feel more hands-on and engaging like you’re actually together.
Next: consider setting up a virtual community. A group of people who share a job role and meet regularly to share tips, discuss challenges and learn from one another. This can be as simple as setting up a communal channel that everyone can contribute to daily, or a more formal monthly meetup where stories can be swapped, problems can be solved and best practices can be shared.
Another useful strategy is to create a culture of peer-to-peer learning. Set up a mentorship or ‘buddy’ program where experienced staff are paired with newbies. Or encourage staff to share online workshops about things that they’re knowledgeable about. Make knowledge sharing normal, and an expected part of people’s roles.
So, you know those moments where your people are sitting in the kitchen, having a brew and a casual chat? Well, sometimes those can be really good informal learning moments. In a remote setting, these opportunities need to be created, too. Why not set up a virtual coffee break every so often? Or a lunch-and-learn session where your team can chat informally and share ideas.
Of course, if your company has gig workers/freelancers, you’ve got to include them in social opportunities, too. That could mean inviting them to relevant team meetings or training sessions, or even adding them to that communal channel we mentioned earlier. They should be able to connect with full-time staff – they have things to contribute, and to learn, too.
Social learning isn’t just the old: “Join me at 10 am and I’ll teach you this” anymore. It doesn’t have to be formal. We have the tech to get everyone involved. You’re trying to create an atmosphere where learning from others is natural, and woven into the fabric of the everyday at work. Consider encouraging your team to debrief after every project so they can discuss what went well and what could be improved. Or start a collection of articles, videos and other helpful resources, then give everyone access and encourage everyone to contribute to it.
Finally, you’ve got to lead by example. Managers and leaders must actively engage in social learning too. Ask questions, share your own experiences and show willingness to learn from others. There’s no shame in admitting you don’t know every part of everyone’s job, after all. Why would you? Getting involved sends a powerful message: social learning is a valued behaviour.
Final thoughts
Social learning is a powerful tool for keeping remote and hybrid teams connected, engaged, and growing. By using the right digital tools, creating virtual communities of practice, encouraging peer-to-peer learning, and making space for informal interactions, your company can harness the power of social learning even when our team are physically apart. It's essential for building strong, adaptable, and innovative teams.
We hope this article was helpful. For more information from iAM Learning, please visit their CPD Member Directory page. Alternatively, you can go to the CPD Industry Hubs for more articles, courses and events relevant to your Continuing Professional Development requirements.
