In today’s digital economy, converging job roles, evolving technologies and the continued growth of digitization have significantly changed the face of the workplace. In addition, we now have the most multigenerational workforce in history, which means great diversity of needs and expectations.
This constellation of changes requires business transformation. To navigate this transformation, organizations require an agile, high-performing workforce. Current and projected talent shortages and skills gaps make this goal difficult to achieve, yet achieving it is essential. Organizations must find ways to enable employees to gain the skills that the organization needs. Employee learning and development must be reimagined and redefined because, in today’s workplace, employees must be empowered to drive their own careers and development.
Organizations, then, need a new paradigm for how to develop and nurture employee engagement, using a multifaceted approach that includes social learning as part of its core. What exactly is social learning? It’s an informal mode of learning in which participants interact either in person or via a variety of electronic means including blogs, social networking, videos, podcasts and more.
Social learning creates an interactive, interconnected experience for employees. People who might never otherwise have met are able to work together and learn from each other, strengthening teamwork and furthering personal engagement in the organization’s goals. Engagement is no longer a once-per-year problem, but rather, it is a continuous and always-on issue – and social learning provides the answer for this pain point.
According to the Deloitte Global Human Capital Trends 2015, learning and development issues rose from the number 8 to the number 3 spot on the list of the most important talent challenges. Despite this demand, capabilities in learning dropped significantly. Social learning can fill this gap, creating an educated and engaged workforce agile enough to grow with the future.