The Benefits Of Emphasizing Social Learning In A Remote World

3 steps to boost employee engagement with social learning in a remote-first work environment

While remote work continues to remain a top priority for both employers and employees, many struggle with the lack of in-person interaction and collaboration that was the hallmark of in-office engagement. 

Research shows that social connectedness is essential to employee well-being and overall workplace happiness. And despite numerous articles touting the benefits of remote work, there is very little out there on how companies can build programs to address a growing relational gap.

One way leading brands are connecting employees despite the distance is through social and collaborative learning initiatives. 

How Social Learning Works at Work

When we think about learning at work, we often think of structured activities like employee onboarding or perhaps a certification we earn for a product or a role. But we often underestimate just how much is learned on the job through conversations. 

In an office environment, we have conversations at the water cooler that provide needed insight into the inner workings of the organization. We have exchanges before and after a meeting that offer context and color to the topic at hand. We have desk drop-bys to ask clarifying questions about projects and processes. We miss a lot of that in the remote world — but that does not mean we have to miss the opportunity for this kind of learning entirely.

The following are three steps you can take to bring social learning to your workplace.

1. Create a Connected Culture of Learning

When employees meet and work in-person, connection tends to happen naturally. As companies were thrust into a remote or hybrid environment in the past couple of years, many lacked the tools and practices needed to intentionally create the community and culture that was more naturally cultivated in the office environment. In a remote-first world, connection takes intentionality. 

HR teams can lead the way by incorporating social elements into learning and development initiatives. For example, reading books together that support the business strategy and hosting discussions to talk about applying the principles to the business. For newer employees, this might look like an onboarding cohort or a new hire “buddy system,” bringing in multiple individuals together to go through onboarding materials or instructor-led training in a group setting. 
 
Part of learning is bouncing ideas around and putting them into context, asking questions for clarification and deepening your understanding. A forward-thinking remote business model that empowers employees to collaborate and learn from each other can create new opportunities to reach key business objectives.

2. Develop a Learning Culture

Glint data shows that people chose “opportunities to learn and grow” as the No. 1 driver of positive work culture. As people leaders, professional development for employees has to be top of mind. We also must consider how employees learn best — and support them by providing opportunities to bounce ideas around, ask questions, and put concepts into context. 

This could take the form of internal Lunch & Learns talking about a subject that pertains to the business. It could also look like providing resources and funding to learn something new — then bring those insights back to the company. At Intellum, we offer employees $3,500 a year to pursue professional development. Their growth contributes to both their career success and our company's success. 

3. Leverage Technology to Facilitate Connection

As every industry continues investing in remote work options, they must explore the necessary tools that optimize education, support, and connection for employees. Many have adopted collaboration and communication platforms, like Google Suite and Slack. But how can we look at the rest of our tech stack through the lens of connecting employees?

For HR teams, a great place to start is with the learning management system (LMS). These are typically set up to deliver training content, whether for onboarding, compliance, or professional development. Learning and development professionals should consider how they can facilitate employee interaction within their LMS, which could take the form of a discussion board or gamified experience using elements like leaderboards or credentials. Successful companies will focus their efforts on how to engage individuals with new information and training — not simply provide it.

What many companies have not realized is that social learning can happen both in-person and virtually – as long as you have the right technology and practices in place. By creating opportunities for social learning via technology, companies will meet employee needs no matter where they are located, while instilling a culture that promotes learning.

Geri Morgan is Chief People Officer at Intellum.