Social learning has evolved significantly with the rapid rise of digital technologies, but the concept isn’t necessarily a new one. Steeped in the roots of Albert Bandura’s social learning theory, social learning has always been an important component to your L&D strategy. But in the era of TikTok and Gen Z and new learning styles, adapting your social learning strategy is key to keep pace.
But how does this translate into results and growth for your learners and ultimately, your business? In this article, we’ll explore the evolution of social learning and how it can be adopted effectively in the workplace.
What is Social Learning?
Social Learning harnesses the power of a collaborative learning environment to develop skills and knowledge more effectively, fostering a culture of teamwork and encouraging a constant flow of ideas betweeen peers. The sharing of knowledge through interaction increases engagement and retention, enhancing communication between employees to foster a learning culture that is less traditional but equally as effective.
Within the concept of social learning is the idea that instructional learning can co-exist alongside informal learning with colleagues through the promotion of self-led learning. Social learning promotes employee engagement in solving problems together. This collaboration helps can help your employees find more effective solutions, boosting their sense of belonging and improving overall productivity, which is beneficial for both employee development and business growth.
In today’s digital landscape where collaboration and connectivity are more commonplace than ever before, utilising social learning tools in the workplace can be transformative for your business.
The History of Social Learning
The definition of social learning can be traced back to the early stages of the 20th century, with original theoretical works written and developed by early behaviorists such as John Watson, Clark Hull and B.F Skinner. Based on their works, here are some examples of social learning theory below and how the concept has evolved to the present day.
Social Learning Theory Examples
John Watson was the pioneer of the psychological concept of ‘Behaviourism’. Watson argued that environmental factors shaped human behaviour. Observable factors were imperative to Watson’s theory rather than emotions and cognitive factors.
The concept of Behaviourism would later be developed by B.F Skinner later in the 20th century. Skinner’s work focused on stimulus-response models and the idea that behaviour is shaped by being reinforceable through experiences and consequential learnings.
Beyond Skinner’s theory, Clark Hull introduced the drive-reduction theory in his Principles of Behaviour book in the early 1940s. Hull’s theory was synonymous with reducing drives to maintain a state of equilibrium.
Although the theory above remains relevant in the context of the history of social learning, the lack of cognitive science applied to this theory means it lacks the nuance and understanding showcased in later social learning theory examples.
Albert Bandura’s Social Learning Theory
Thus, we move onto the pioneer of the Social Learning Theory that we understand today – Albert Bandura (1977). The theories of Bandura and his doctorate student, Richard Walters emphasised the message that collaborative learning between person-to-person embeds learning faster through maximised opportunities to interact.
Much like his predecessors Watson and Skinner, Bandura agreed with classical and operant conditioning founded in the ideology of Behaviourism. Where Bandura expanded his theory was in the understanding of humans as processors of information. The main takeaway from Bandura’s theory is the social element, and the idea that learning can also occur simply by people observing the actions and behaviours of others.
Gen Z and Social Learning: Adapting to change
Whilst the historical context of social learning may differ vastly from the landscape of today, it’s still important to be aware of the origins and founding principles. According to Zurich’s report, The Future of Employee Benefits 2030, businesses that embrace the social learning approach will see a marked improvement in operational efficiency.
The same report highlights another important factor that businesses can’t ignore. Approximately, 30% of the global workforce now consists of Generation Z employees who have a preference for collaborative learning environments. A massive 92% of those surveyed value social learning tools in the workplace.
Therefore, if you want to attract and retain talent, updating your l&dstrategies and integrating social learning methodologies that resonate and engage WITH your employees is key.
How to apply Social Learning in the workplace
Whilst the historical context of social learning may differ vastly from the landscape of today, it’s still important to aware of the origins and founding principles. Social learning may just form one strand of your overall L&D strategy, but there are many technqiues, tools and you can deploy within the workplace to maximise results.
Learning promoted by employees
Learning that is shared and promoted by peers is becoming increasingly useful and utilised in the workplace. Short, informal sessions should be encouraged and can be conducted either in-person or virtually. This promotes continuous learning, and it can be a great lever to use to pull knowledge and utilise resources from other teams and departments in your business to share knowledge and promote upskilling.
Collaborative Playlists of Learning Content
Create shared, interactive playlists that combine internal and external resources. Teams can contribute and comment on content and playlists, helping to share relevant insights. For younger employees, this style of learning resonates with them, owing to the similarities between this type of platform and the tools and applications they use away from the workplace.
Embrace the power of Social Learning Platforms
Social learning platforms help bring teams and colleagues together and harness different learning styles. Collaborative digital learning can be invaluable, particularly if you’re seeking an e-learning solution for global teams.
Mentorship Programmes
Pair new employees or junior staff with more experienced colleagues to encourage the sharing of knowledge. This helps build confidence and ingrains practical social learning as part of your wider learning culture.
Benefits of Social learning
Applying social learning techniques is one thing, but doing so correctly is equally as important to ensure you reap the fruits of your labour. We’ve alluded to some of the strengths social learning offers businesses and learners throughout the article, but here’s a little more of an in-depth overview of some of the key benefits social learning brings to both individuals and businesses.
A catalyst for continuous innovation
When employees share knowledge and challenge established practices, a cultureof continuous learning is embedded. Continuous learning can give your business a competitive edge in your respective industry.
By using platforms like Netex Cloud, your business can enhance social interactions and embed innovation as a core part of your organisational culture.
Increase talent retention
Social learning also plays a critical role in building trust networks and retaining talent. Most learning happens informally and socially. Companies that adopt these methods achieve greater stability and reduce turnover costs. This creates a work environment where employees feel they are growing and contributing value.
Reducing resistance to change
One of the biggest challenges companies face is resistance to change, especially when adopting new technologies or processes. Social learning helps to overcome this hurdle by providing a safe space for employees to collectively experiment and adapt to changes. This leads to smoother transitions and quicker adoption of new practices across your business.
Impact on the bottom line: guaranteed ROI
Beyond improving cohesion and collaboration, social learning directly impacts financial performance. Research by the Association for Talent Development (ATD) found that social learning strategies offer a return on investment (ROI) of 75:1 compared to traditional online training. When used efficienmtly, social learning can boost operational efficiency and deliver tangible results for your bottom line.
Implement Social Learning into your L&D Strategy with Netex
Incorporating social learning strategies enhances team development, creates and helps transform the company culture. At Netex Learning, we understand the impact this can have on your organisation’s ability to adapt to future changes in the workplace.
Share is our social learning platform that enables social learners to create and share learning playlists packed full of useful resources such as article, webinars, videos and podcasts. Share adopts the same functionality of social media, enabling social interactions such as likes and comments that promote
makes this process seamless, turning collaborative learning into a strategic asset for your company.
Request a demo of Netex Cloud and discover how social learning can take your business to the next level, accelerating innovation and fostering a culture of continuous collaboration from day one.