Peer-based learning is one of the best motivators and accelerators in the corporate world. Not just because it inculcates exchange of ideas and promotes discussion, but also because it helps create great working relationships.
Employee growth starts when they develop relationships with their peers, and this is especially true for new hires. But more often than not, you may notice that, even though new hires are similar in experience and background, not everyone's skills are at the same level. This can be the case for your experienced employees as well.
This is where peer-based learning comes into play.
It is one of the most cost-effective and valuable ways to upskill your company’s workforce and keep employees engaged. Because of its informal structure, employees find peer-to-peer learning less rigid and more friendly; hence are more receptive to it.
Now, the pandemic has brought a wave of drastic changes in workplaces worldwide; more companies are adopting a hybrid work model, reducing the in-person touch between employees. This has made implementing peer-based learning strategies a lot more complex.
But what if we said you could still implement peer-based learning by following a systematic plan?
In this blog, we will share what peer-based learning means, its benefits, and what you need to do to make it work despite the change in work environments.
What is peer-to-peer learning in the workplace
In essence, peer-based learning allows individuals in a group to learn from each other collaboratively. Such a learning system has shown incredible results in training experienced and fresh employees alike.
No matter how many training sessions you conduct, it will never be possible for your employees to retain all the data or perform every skill perfectly. That’s where peer-to-peer learning comes in handy.
The idea of this collaborative learning structure stems from classrooms. This traditional approach encourages students to participate in group activities and learn together.
Studies show that 55% of workers turn to their co-workers first to learn a new skill, and only 21% rely on their L&D department. So, while it originates from classrooms, peer-based learning is proving to be just as relevant in employee upskilling.
For example, when your HR department onboards a new hire, a company imbuing peer-based learning assigns a senior of the department to assist the new employee. The assigned mentor is someone who not just introduces them to their job role but also the skills they require to do it well, clarifying all doubts in the process.
Benefits of peer-based learning
According to a recent study conducted by Harvard Business Review, 75% of managers feel that their L&D programs are not showing competent results. Peer-based learning can bridge this gap, while developing teamwork, feedback loops, better communication, and encouraging skills development.
Some of the benefits of peer-based learning include:
1. Better Teamwork: Peer-based learning encourages a collaborative environment among employees. While learning from their colleagues, employees also learn to work together as a team and focus on collective growth instead of individual interests. This further develops a positive team where employees work in effortless synergy. A good team accomplishes goals quickly and is less prone to making errors.
2. New Perspective: Understanding and accepting different perspectives are crucial to learning new things. In a diverse work culture, when an employee reaches out to another with a problem, they allow different points of view, which helps them identify the gaps between their ideas.
3. Cost-effective: In 2019, companies worldwide have reportedly spent an average of $1,286 per learner on resources such as instructors, conferences, training content, etc. But they still fail to bring satisfactory outcomes.
In a peer-based learning model, your company can avoid hiring external trainers, and cut costs by optimizing the existing internal talent instead. Many experts have cited peer-based learning as more effective than traditional learning and development strategies involving overwhelming resources.
4. Helps develop leadership skills: By interacting with employees who have shown prowess in leadership, others follow suit. They encourage their peers to be more outspoken with their ideas, building strong leadership within the organization.
5. Strong company culture: As peer-based learning improves teamwork and builds mutual trust, the company culture is also strengthened. Such a learning method values employees for their skills without considering external factors. Interactive and collaborative learning fosters an open, inclusive, and mutually respectful environment. Employees can reach out to their colleagues without the fear of unsolicited judgment.
6. Peer Feedback Loops: Giving honest feedback in the workplace seems challenging for many. The peer-to-peer learning model helps in two vital points regarding feedback- they learn how to deliver constructive criticism and how to accept one. Such feedback loops help them correct their errors and upskill and provide input that would help their colleagues do the same. It also teaches them to make compromises without suppressing their individuality.
7. Refresh skills by teaching others: There is no better way to revise your existing skills than by teaching others. Knowledge sharing is the key element of peer-to-peer learning. As your employees train others, they will revisit the tactic knowledge and learn a lot. Each participant can strengthen their existing skills through knowledge sharing of peer-based learning techniques.
8. Onboarding: Peer-to-peer learning has proven to be one of the best methods of quickly making the new hire feel at home within the organization. Experienced employees can help them navigate the first few weeks of doubts regarding their job role. It gives them a safe passage to convey their doubts to their peers, which they otherwise would have felt uncomfortable sharing with the managers. This way, the peer-based learning methods can contribute to a smooth onboarding experience for the new talents.
9. Engages remote employees: The best part about peer-based learning is that the employee does not have to be physically in the office to benefit from it. With the increasing implementation of technology in the workplace, peer-based learning can accommodate remote employees to connect with their peers. This helps them to avoid the feeling of isolation while working from home. This way, the company can foster collaboration between the distributed team, and employee engagement improves.
10. Gives the hidden talent exposure: The peer-to-peer learning structure allows the silent experts to showcase their skills and help their peers upskill. This helps build confidence in your organization's introverted employees and provides them opportunities for professional growth.
To learn about the challenges L&D community is facing while implementing learning programs, visit here.
Setting up a peer learning program
Implementing peer-based learning in a hybrid work culture might seem tricky. But with a systematic approach, you can easily integrate such a method into the upskilling program for your employees.
Here are eight measures that you can follow to implement peer-based learning in your organization.
1. Develop a safe environment: First and foremost, you must foster a secure environment. A peer learning program will do no good if your employees do not find the work environment safe enough to share feedback or raise doubts. Putting some guidelines in place will be of immense help in this area. The guidelines should reiterate:
- That their questions are not dumb, no matter what they are about.
- That feedback is beneficial and should always be constructive.
- That honest opinions are valued and not ridiculed in the organization.
Such guidelines will help your employees feel comfortable actively participating and contributing to the peer-based learning program.
2. Assign a mentor: The relationship between a junior employee and a senior employee is often informal and rigid. Instead, assign your new hire with a colleague who has the same responsibility but is more experienced. Having a mentor on the same seniority level will provide comfort. This will help them develop a strong bond while learning relevant skills from their mentor.
3. Optimize technology: Give your employees a digital interactive platform that can also be accessed from remote locations. It should allow them to share ideas, discuss topics and gain vital knowledge regarding their job roles. With the help of technology, provide your employees with a networking space. This way, you can foster collaboration even within teams in different corners of the world. Such platforms also make the new hires feel less out of place while joining their new role.
4. Assign a coordinator: Keeping peer-based learning non-hierarchical is necessary. But there has to be someone who needs to coordinate the interactions and track the progress. Assigning a coordinator with practical leadership skills will help you in this area. This structure can be rotational so that it does not get overwhelming and keeps bringing new perspectives.
5. Employee lunch-and-learn: Organising peer-learning lunches are an excellent way to infuse peer-based learning into the system smoothly. Lunch events allow them to learn from their peers in a social environment. A short and fun presentation can stimulate conversation and encourage employees to ask questions and share ideas without getting intimidated. It distracts them from their day-to-day job activities and gives them a chance to learn new things.
6. Pair-up employees on rotation: To encourage different perspectives and ideas, pair up employees with diverse professional backgrounds after every training program. This way, different employees get a chance to approach a particular topic with different perspectives and learn new things during conversations with their partners. Keep it rotational so that everyone gets the opportunity to interact with everyone. Assign each pair with an important event and let them share their knowledge, ideas, and opinions. This will help your employees develop a solution-oriented attitude.
7. Offers real-life challenges: To cultivate peer-based learning better, section your employees into teams containing experienced and new hires and give them real-life problems relevant to their jobs. Abstract lectures will do no good if the employees do not get hands-on experience. Such activities will encourage better teamwork, foster healthy competition and allow employees to share knowledge with their peers.
No matter how many tumultuous changes the pandemic has brought to workplaces worldwide, businesses work constantly to maintain growth. With more and more companies adopting hybrid work models, the importance of peer-based learning remains constant.
8. Create a measurement system: Simply implementing peer-based learning wont suffice, it needs to be measurable and tangible. As your new hires and employees go through systematic learning, you also need to measure how they are growing. One of the best ways to do that is assessing their skills level right at the beginning of their learning process, which can also be termed as training needs identification on individual level. After each module or period of learning, you may assess the learners again. This is help you in measuring how your L&D initiatives are performing.
Implementing skills assessment for L&D programs on organizational level, you'll also be able to gauge the skills proficiency on organizational and individual level.
Wish to know more about setting up organizational L&D strategies? Download our in-depth guide here.
Summing up
Peer-to-peer learning programs are a very effective tool capable of bridging the gaps in your traditional L&D programs. Such a learning approach helps the employees to grow not only professionally but also personally.
It also gives your experienced employees a sense of purpose when they help others learn new skills. This way, peer-based learning solidifies existing talents and boosts productivity, morale, and employee experience.
Finally, peer learning is a great bonding opportunity, especially in hybrid work models. Remote workers can be a part of all the activities. It facilitates strong teamwork and builds a trusted and safe working community.
Managing a remote workforce and providing adequate training can be a lot of work. To complement your company's training sessions, there is no better option than peer-based learning. So, if you are also a company gradually adopting a hybrid work model, do consider implementing a solid peer-based learning module for your company.
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