Organizations are adopting new means of imparting knowledge amongst colleagues. Several new concepts have emerged over a short course of time among which social learning has succeeded in garnering traction. Organizations strive to incentivize from the knowledge of experts within the premise and make their knowledge accessible across the board.
As per a study conducted by Brandon Hall Group, 73% participant organizations are inclined to increasing social learning. The question here arises, why is there a need for social learning anyway? And why has it become an important constituent for collaboration and learning within enterprises?
Why do we need social learning?
Social learning is said to be the most primitive form of learning. Human beings are social animals who seek refuge amongst one other. Social learning thus emerges from the same concept and is rather a continuous learning process. Learning socially is about observing others, asking relevant questions and the sharing of resources amongst peers.
But now social learning is practically being implied at workplaces. In the corporate sector, social learning is chartered as informal ways through which colleagues can communicate and share resources amongst one another. This is possible via discussions, blogs, videos, expert directories, etc. Those organizations that encourage social learning have a strong collaborative environment that nurtures growth.
Why has social learning become essential for enterprises?
With the improvement in the global economy, enterprises are striving hard to add value to its human resource. The reason why enterprises are striving hard to inculcate an environment that promotes social learnings is that it motivates employees to take charge of their grooming and learning.
Conventionally, employees were trained via trainers through prescribed training sessions and events. To spare time for such activities, employees had to disrupt their work regimes and travel to and fro. Organizations had to spend heftily on logistics and accommodation for a single event. Moreover, by attending sessions, the L&D teams can never guarantee fruitful results since the attention, and retention capabilities of every employee vary.
On the other hand, social learning does not require formal arrangements. Colleagues can search discussions, wikis or simply nudge their peers to get answers to the issue at hand. This speeds up the processes and workflows which make the completion of tasks and goals merrier.
Social learning facilitates ongoing training. Organizations now strive to embed tools which support ongoing training throughout the career of an employee. Brandon Hall report further stated that organizations strive to acquaint employees with resources on a regular basis. Thus, with social learning employees only focus on the relevant things they need to learn without damaging their work regimes.
Finally, social learning enhances corporate culture and fosters workplace collaboration. Humans are naturally social beings who need to feel part of a group. Learners that are able to support and be supported by other learners are more likely to feel that they’re part of something bigger — and are motivated to pay that feeling forward to other employees.
How can videos be used to aid in social learning?
Social learning derives its essence on the sharing of knowledge among colleagues. Text-based documents also serve the need, but video is not being adopted as a preferred medium to share resources. By simply having a device, and internet connectivity, employees can capture and share their wisdom in just a few clicks. Using videos to scale knowledge across the board is an engaging and time efficient way to penetrate knowledge.
Having a video content management system such as Vidizmo can further make storage, sharing, and management of video content easier in a secure environment without the fear of theft or loss. Vidizmo’s unique set of features such as real-time analytics, gamification, user authentication, etc.