L&D professionals agree: learner engagement and adoption top the list of training challenges (just one of the key insights from Absorb’s 2024 state of learning report). While AI is changing how we deliver training, there’s one thing it can’t replace: the human connection.
Without human connection, learning loses its spark. It becomes just another task to check off, not something that inspires action, growth, or change. And yet, in a corporate world where hybrid work and multi-generational teams are the norm, creating meaningful learning experiences feels more challenging than necessary.
You're not alone if you feel stuck. Maybe you've poured energy into programs designed to support learners' growth, only to see subpar engagement. Or perhaps leadership dismisses new learning initiatives as “too fluffy” because they’re harder to measure than traditional training. Whatever the case, the result is the same: your work doesn't get the priority it deserves.
But here's the thing: when learners feel connected and supported, they thrive. Now's the time to reinvent learning. Not as static lessons (we’re looking at you, slide decks), but as shared, social experiences. Enter: social learning.
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Social learning 101
What is social learning, exactly? It's a training approach that puts human connection at the forefront of learning. Whether it's mentoring, coaching, or peer-to-peer learning, social learning creates opportunities for learners to engage with each other in meaningful ways. It's about building relationships, sharing knowledge, and fostering collaboration. Basically, all the things that make work more human.
And here's where AI comes in. Similar to an assistant, AI handles the legwork so you can focus on connections. AI can generate tailored mentorship session agendas and recommend discussion points based off of a specified focus area, as well as draft your course outlines, recommend resources, and handle repetitive tasks. That frees you up to do what only you can: infuse empathy, creativity, and context into every learning experience.
In this blog, we'll break down examples of social learning and explore how they can help you create an engaging, learner-centered culture. Because at the end of the day, no algorithm can replace the bond that happens when people learn together. It turns out, empathy isn't something you can program.
6 types of social learning
Learning is better when it's shared. Whether it's trading ideas, solving problems together, or swapping stories over coffee, people learn best when they connect. And that's the heart of social learning (maybe not a rom-com, but definitely a Hallmark title contender).
And the best part? It doesn't have to be overwhelming to get started. Whether it's a formal setup or a casual chat, there's no shortage of ways to incorporate social learning.
Here's a closer look at six types of social learning that can build connections and drive growth in your organization. First up: mentorship.
1. Mentoring
What it is: Mentoring is a one-on-one relationship that's all about sharing knowledge, building skills, and boosting confidence. It's a thoughtful way to support growth while helping people feel like they belong.
Dan Pontefract summarized it well in a recent Forbes article The Universal Power Of Mentoring: “Mentoring is a powerful tool that transcends career stages, industry sectors, and individual backgrounds. Anyone and everyone can do it. As someone who has spent several years as a Chief Learning Officer, I've seen firsthand the transformative impact mentoring can have on both individuals and organizations.”
The role it plays: Mentoring bridges the gap between where someone is now and where they want to be. It's a space for career guidance, passing on institutional knowledge, and reinforcing what your company stands for.
Examples of mentoring:
- Technical mentorship: Pairing a senior engineer with a junior developer to learn about emerging tech like AI or blockchain.
- Career growth mentorship: A seasoned marketer helping an early-career professional plan their long-term goals.
- Peer-to-peer mentorship: A finance manager mentoring a colleague to help improve budgeting practices.
- Coffee chats: Two employees across the organization build connection and rapport through weekly, casual coffee chats.
Why it works:
- Knowledge transfer: Passed on critical skills and expertise
- Diversity and inclusion: Provides equitable opportunities for underrepresented groups
- Leadership cultivation: Hones coaching and leadership skills, while mentees prepare for future roles
Common roadblocks:
- Finding the right match: Pairing participants with compatible goals and communication styles requires thoughtful planning. Since a manual approach to matching mentors and mentees can be time-consuming, many companies invest in mentoring software to automate the process.
- Time investment: Both parties need to commit to regular, meaningful interactions.
- Sustainability: Without a clear framework, mentoring relationships can lose momentum.
Success metrics:
- Percentage of employees actively involved in mentoring programs
- Number of mentor-mentee pairs formed
- Retention rates of non-participants versus mentorship participants
- Feedback from mentors on their experiences, the program's overall value, and workplace connectedness
The business case for mentoring:
- Succession planning: Ensures a pipeline of prepared leaders
- Higher retention rates: Employees who feel supported are more likely to stay
- Enhanced engagement: Creates a sense of purpose and connection
2. Coaching
What it is: Coaching is a personalized, goal-oriented approach to professional development. It focuses on specific challenges or skills, often with a short-term timeline.
And its outcomes transcend professional development in the workplace. According to a global survey by PwC and the Association Resource Center, organizations report an average ROI of seven times the cost of employing a coach for leadership.
The role it plays: Coaching builds confidence, hones problem-solving abilities, and gives employees the tools to succeed. It's particularly valuable for roles requiring quick decision-making or leadership development.
Examples of coaching:
- Presentation coaching: A manager helps a team member sharpen their skills for an upcoming client pitch.
- Leadership coaching: An external coach works with senior leaders to improve communication and team management.
- Skill-specific coaching: Employees receive targeted training, like learning advanced business intelligence functions for data analysis.
Why it works:
- Clarity: Helps employees understand their strengths and areas for improvement
- Alignment: Keeps individual goals aligned with broader organizational objectives
- Confidence: Builds self-assurance by providing actionable feedback and guidance
Common roadblocks:
- Resource constraints: Not all organizations can afford external coaching programs.
- Time commitment: Sessions need to be prioritized despite busy schedules.
- Consistency: Long-term impact requires regular follow-up and accountability.
Success metrics:
- Percentage of employees meeting or exceeding specific performance goals after coaching
- Number of employees promoted or transitioning into leadership roles after receiving coaching
- Coaching outcomes associated with key metrics, such as increased revenue, higher productivity, or cost savings
The business case for coaching:
- Stronger leadership: Creates a well-prepared leadership pipeline
- Improved productivity: Employees are better equipped to overcome challenges
- Enhanced team dynamics: Strengthens communication and collaboration
3. Reverse mentoring
What it is: Reverse mentoring flips traditional mentorship by having junior employees teach senior leaders. It's a two-way street. Senior leaders gain fresh tips, while junior employees feel valued and heard. This relationship offers new workforce perspectives and valuable leadership exposure for younger employees.
The role it plays: Reverse mentoring helps leaders fill knowledge gaps they might not even realize they have, from understanding new tech to navigating generational shifts and changing workforce expectations. Integrating reverse mentoring in leadership programs allows future leaders to learn by teaching and observing senior decision-making.
Examples of reverse mentoring:
- Tech insights: A Gen Z employee teaches senior executives how to use social platforms like Threads.
- Leadership exposure: Junior employees shadow senior leaders while also providing feedback, blending reverse mentoring with leadership training.
- Generational trends: Young professionals share insights about how their peers approach work-life balance and career growth.
Why it works:
- Generational gaps: Helps leaders understand younger employees' perspectives and workplace expectations
- Innovation: Exposes senior leaders to new ideas and strategies, driving creativity
- Inclusivity: Builds mutual respect and reduces hierarchy-related barriers
- Leadership pipelines: Junior employees gain valuable insights into leadership dynamics while contributing their unique expertise.
Common roadblocks:
- Open-mindedness: Success depends on the willingness of senior leaders to learn from less experienced colleagues.
- Clarity of purpose: Without defined goals, reverse mentoring can lack focus and effectiveness.
Success metrics:
- Number of reverse mentoring pairs formed annually
- Surveyed increases in leadership awareness of younger employees' needs or technology trends
- Implementation of ideas or strategies introduced during reverse mentoring sessions
The business case for reverse mentoring:
- Innovation: Fresh ideas spark creativity and keep the company competitive
- Agility: Leaders adapt quickly to changing trends and technologies
- Stronger relationships: Encourages open dialogue, improving workplace dynamics
4. Employee resource groups (ERGs)
What it is: ERGs are employee-led groups built around shared interests, identities, or goals. Consider them safe spaces for employees to come together, share, and make a real impact for themselves and the organization.
And ERGs are here to stay. Data from The Diversity Movement found that about 90% of Fortune 500 companies have ERGs as of 2024, and many smaller companies are following suit.
The role it plays: ERGs provide employees with a platform to share experiences, advocate for change, and build a culture of learning. They're all about creating a sense of belonging while supporting growth—personally, professionally, and organizationally.
Examples of ERGs:
- Cultural ERG: Employees organize events to celebrate heritage months or cultural festivals.
- Women in leadership ERG: Focused on mentorship, career development, and leadership training for women in the organization.
- Remote work ERG: Helping distributed employees navigate challenges, share tools, and feel connected to the larger team.
Why it works:
- Connection and belonging: Create safe spaces where employees feel valued and supported
- Diversity of thought: Encourages innovation by bringing unique perspectives to organizational challenges
- Leadership opportunities: Allows employees to develop skills by taking on leadership roles within ERGs
Common roadblocks:
- Sustaining momentum: Keeping ERGs active requires consistent leadership support and funding.
- Aligning with company goals: Ensuring ERGs contribute to broader organizational objectives while maintaining autonomy.
Success metrics:
- Participation rates in ERG events
- Employee engagement ratings categorized by ERG involvement
- Initiatives proposed or implemented as a result of ERG feedback
The business case for ERGs:
- Stronger culture: Promotes inclusivity and belonging
- Employer branding: Attracts diverse talent
- Cross-team collaboration: Builds bridges between departments and roles
5. Peer-to-peer learning
What it is: Peer-to-peer learning is an informal, collaborative process where employees share knowledge and skills. It's learning from the best source (each other).
The role it plays: This approach democratizes learning and encourages employees to take ownership of their growth. It also strengthens team bonds through collaboration.
Examples of peer-to-peer learning:
- Cross-department workshops: Employees from different teams teach each other about their workflows or tools.
- Slack channels for tips and tricks: Informal forums where employees share best practices or solve common problems together.
- Buddy programs: New hires pair with seasoned employees to speed up onboarding.
Why it works:
- Cost-effective training: Uses internal resources rather than relying on external trainers
- Real-world experience: Offers practical advice directly related to employees' day-to-day roles
- Stronger relationships: Builds camaraderie and trust among team members
Common roadblocks:
- Lack of structure: Without clear topics, sessions can lose focus.
- Uneven participation: Not all employees are equally engaged.
Success metrics:
- Attendance and participation rates in peer-learning sessions
- Employee feedback on the relevance and impact of shared knowledge
- Measurable improvements in onboarding time or job performance
The business case for peer-to-peer learning:
- Scalability: Works well for large organizations
- Knowledge retention: Shares and preserves critical information
- Stronger teams: Builds trust and camaraderie
6. Apprenticeships
What it is: Apprenticeships are the ultimate hands-on learning experience. It's on-the-job training with a built-in expert guide. You're not just watching someone else do the work. You're jumping in, getting your hands dirty (sometimes figuratively, sometimes literally), and learning the ropes step by step.
Registered apprenticeships in the U.S. have grown significantly, from 360,000 in 2015 to over 667,000 in 2024, with increased participation across diverse industries and demographics.
The role it plays: Apprenticeships generally close skill gaps faster. They're all about building the skills you need, exactly where you need them while giving employees real-world experience. They're especially effective for industries with specialized roles, like manufacturing or IT.
Examples of apprenticeships:
- Digital marketing training: You're not just learning buzzwords. Apprenticeships here might mean running real campaigns, tweaking SEO, and mastering analytics tools with an experienced pro by your side.
- Manufacturing masters-in-training: Gain hands-on experience with advanced machinery, learn to troubleshoot issues effectively, and improve production processes with expert guidance.
- Cybersecurity boot camps: Apprenticeships teach employees to spot threats, secure systems, and stay ahead of hackers.
Why it works:
- Efficiency: Reduce errors, speed up workflows, and build a team that knows their stuff
- Loyalty that lasts: Retain employees by showing you’re invested in their growth
- Competitive edge: Strengthen your advantage by growing hard-to-find skills in-house
Common roadblocks:
- High initial investment: Programs require significant resources to launch and maintain.
- Keeping up with trends: Apprenticeships must shift with industry changes.
Success metrics:
- Number of apprentices who make it through the program
- Placement and promotion rates of apprentices
- Time it takes for apprentices to go from newbie to fully productive
The business case for apprenticeships:
- Competitive edge: Equips your workforce with proven skills
- Operational excellence: Reduces errors and increases efficiency
- Employee loyalty: Higher retention due to the investment in their development
Tips to apply social learning in your organization
Examples of social learning show its ability to boost engagement, collaboration, and growth. But making it work takes intention, creativity, and structure. Here are some tips to help you naturally integrate social learning into your workplace:
Start small and build momentum
You don't need a massive, all-hands initiative to kick off social learning. Start with small efforts, like hosting a peer-to-peer knowledge-sharing session or creating a Slack channel where employees can swap tips and tricks. Starting small makes it easier to get buy-in and adjust as you go.
Make it easy to join the conversation
Learning doesn't have to feel like homework. Keep it accessible and informal so everyone feels comfortable participating. For example:
- Use tools your team already knows, like Slack or Zoom, to host quick “Ask Me Anything” sessions or micro-coaching chats
- Keep the focus on collaboration over competition
When the barriers to entry are low, you'll find that more people are willing to jump in and share their expertise.
Use existing leaders (and future ones)
Your organization is full of untapped talent. Use it. Encourage senior leaders to mentor junior employees, but don't stop there. Flip the script with reverse mentoring so leadership learns from fresh perspectives. For future leaders, group mentoring or peer learning circles can be a safe space to practice new skills and build confidence.
Celebrate wins, big and small
Recognize contributions to your social learning efforts. Whether someone shares a helpful tip in a Teams channel or leads an onboarding buddy program, make sure their efforts are seen and appreciated. Public shout-outs, virtual badges, or even a simple “thank you” during a meeting can go a long way toward reinforcing a culture of collaboration.
Create spaces for connection
The best social learning happens when people feel connected. Build that connection by creating dedicated physical and virtual spaces for employees to gather and share. Here are a few ideas:
- Set up a regular “Lunch and Learn” series where employees can present on topics they're passionate about
- Designate channels in your messaging tools for specific interests, like professional development or industry trends
- Use online platforms to crowdsource answers to common questions, turning shared challenges into learning opportunities
Tie learning to real goals
Social learning works best when it feels relevant. Tie activities to specific outcomes, like improving a skill, solving a challenge, or tackling a project. For example:
- Pair new hires with seasoned employees for an onboarding buddy program that fast-tracks their understanding of workflows
- Launch cross-departmental projects where team members can exchange expertise while solving a real business problem
When people see the immediate value, they'll be more motivated to engage.
Ask for feedback and iterate
No one gets it perfect on the first try. Check in regularly with your team to find out what's working, what's not, and how you can improve. Social learning is a living, breathing process. It should change as your organization grows.
Start small, stay flexible, and let your people lead the way. When learning feels natural, success is inevitable.
Why social learning matters
Social learning is a critical part of creating a productive, connected workplace. By focusing on human connections, it helps employees share knowledge, refine skills, and develop new approaches to challenges. It's how organizations build adaptability, foster innovation, and create a culture of continuous improvement.
The six examples of social learning covered in this blog show how versatile and impactful this approach can be. Each one offers unique opportunities to create a dynamic learning environment where employees feel supported and engaged.
Social learning: where growth meets collaboration
But the value of social learning extends beyond individual programs. It's a strategic tool for organizations looking to stay competitive. It supports the exchange of ideas and helps bridge gaps between teams, departments, and even generations.
The flexibility of social learning is what makes it so powerful. Whether you're working in a hybrid setup or fully remote, these approaches can be tailored to fit your organization's specific needs. They're scalable, effective, and most importantly, centered around the people who drive your business forward.
At the same time, creating a strong social learning culture requires the right social learning platform to make it happen. That's where Absorb stands out (hi, it's us). Our platform goes beyond traditional learning management system (LMS) capabilities, helping you deliver engaging, learner-centric experiences at scale. With Absorb, you can create environments where your employees feel empowered to grow.
The takeaway is clear: AI and technology are reshaping how we think about learning, but the human element remains irreplaceable. Social learning ensures that your organization's most valuable resource—its people—has the support, connections, and opportunities to reach their full potential.
