Many companies focus on obtaining the knowledge their employees need from outside sources. Instructors are often hired to train employees through workshops and training sessions. This is the traditional way. But is this method the best? In this article, we will show you what Peer Learning is, why it is so valuable, and how you can implement it into your organization.
You all probably remember this phenomenon from school or college: When students learn in groups, they feel more comfortable and consequently tend to share their knowledge voluntarily, explain their ideas to others, discuss their opinions, and give each other valuable feedback. This way, all students have access to a much broader pool of knowledge and experiences
The concept of peer learning originally comes from the academic field and is often described as a two-way, reciprocal, or mutual learning activity.
Simply put, peer learning, also called peer-to-peer learning, is when one or more learners teach other learners. So instead of a teacher or professor explaining a concept, students themselves engage with one another
But of course, this phenomenon does not only exist among students.
In the work context, employees can also learn and teach each other in this way. By establishing a peer-to-peer organization, you can enable the same concept for your employees. Because this type of learning draws on your employees' existing knowledge, you can view successful peer learning as upskilling employees from within your organization.
Research has found out that on the one hand 55% of employees first turn to their peers when they want to learn a new skill. It is not Google and not YouTube. On the other hand, less than 50% of organizations have incorporated any kind of formal peer learning. Experts discovered that the main reason for this is that managers think external experts might be more valuable as teachers for their workers. That is a pity! Without peer learning, the entire pool of your company knowledge remains untouched.
Think of it like that:
By implementing peer-to-peer learning into your organization, all your smart workers can share their expertise which leads to the development of new skills!
Your worker's experiences and expertise are in fact one of the most valuable assets to your organization. You should leverage it.
Peer-to-peer learning offers you the opportunity to use the learning loop as efficiently as possible.
Your employees go through it in four stages:
Peer learning can actually break through the most common barriers to learning and skill-building. Group-based learning is one method to move from independent to interdependent learning (Boud, 1988). Latter is much more effective than learning on your own.
Here is why:
In our beginner-friendly corporate eLearning guide, we already introduced the "Learning Pyramid" from Michael Simmons to you. In summary, the learning pyramid demonstrates that learning consists not only of passive teaching methods (e.g. lecturing, reading, and listening) but also of active or participatory teaching methods (e.g. discussing, practicing, and teaching others).
“While we teach, we learn.” - Seneca
With participatory teaching methods, learners get fully immersed in the learning process. This results in a higher learner engagement, a steeper learning curve, and a higher retention rate on average. According to experts, 'the average learner' is able to retain about 90% of what he/she is able to teach to others. Just for comparison, listening and reading have an average retention rate of 5-10% which makes both forms of learning incredibly ineffective.
Engaged learners do not only learn due to the fact, that a certificate or something such as a promotion or prize is waiting at the end of a learning track. They learn because they actually want to understand and incorporate the information provided.
A great learning culture keeps your workers motivated and ambitious in their learning goals.
Especially in a group of like-minded learners, team cohesion ensures that your workers will learn more and share their newly gained knowledge with their peers. In addition, listening to those who achieved outstanding results can be inspiring for every employee.
With peer learning, you will improve team vibes, communication, and collaboration, as a result.
There is a variety of possibilities for how to implement peer-to-peer learning.
If you use an online learning platform, you have the opportunity to bring your employees together in regular learning sessions. They can build teams, set learning goals, and work on them together. While learning, your teams can collect Learnings Points (LPs) and, thus, track their progress. With the help of team leaderboards, you can even inject a healthy dose of competitive spirit into the learning process.
Alternatively (or in addition), you can pair new joiners with a more experienced colleague who then acts as a buddy. A personal buddy can help new employees integrate smoothly into your company and provide them with all the basic skills they need to get off to a good start. Moreover, you cultivate important workplace relationships.
Give your employees the chance to meet with their colleagues on a regular basis to learn something new. Either during the workshop or during the breaks, your employees will exchange and share their knowledge about the subjects.
Your worker's experiences and expertise are one of the most valuable assets to your organization. You should leverage it.
Peer-to-peer learning is a good method that enables your workers to share their knowledge voluntarily, explain their ideas to others, discuss their opinions, and give each other valuable feedback. With every peer learning session, your employees use the learning loop as efficiently as possible and break through the most common barriers to learning and skill-building.
You can implement peer learning by offering an e-Learning platform, using a buddy system among your workers, and organizing workshops on a regular basis.
As a result, your workers have a higher learner engagement, a steeper learning curve, and a higher retention rate on average.